At many organizations, workforce management processes have yet to benefit fully from automation. Processes for scheduling, tracking time and attendance, and managing absences are not automated and therefore tend to be disconnected from each other as well as from payroll and HR processes. Typically at these organizations, the payroll department -- using largely manual, paper-based processes -- is primarily responsible for handling workforce management tasks. With processes frequently mired in data reentry, gaps among departments, a lack of employee self-service abilities, and manual checks, workforce management is prone to errors, which can result in costly workarounds, unmanaged employee absences, inaccurate or late payroll, and a general lack of management oversight and control.
Eliminating such issues can positively influence employee satisfaction, resulting in improved retention, which is a key concern for HR. In addition, those organizations that don't have automated workforce management solutions -- or those that are not optimizing the solutions that they do have -- are spending too much time on the day-to-day requirements of scheduling and tracking employees rather than focusing on identifying the right people and resources in order to retain employees, increase productivity of limited staff, and save money. This paper examines the capabilities of workforce management solutions and discusses how organizations can use automation to save money, improve efficiencies, and facilitate talent retention -- critical objectives during an economic downturn.
Read this IDC paper, sponsored by Kronos, for more information on workforce management automation.