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5 Ways Workforce Management Systems Help Your Business Thrive

Workforce Management Systems helps organizations automate processes crucial to running a business. By streamlining these processes, employers can maximize performance levels like employee productivity and competency. In industries that rely heavily on personnel, corporate management has incorporated workforce management as a vital strategic element.

 

 

Workforce Management Systems Perks

1. Labor Cost Distribution & Overall Forecasting

This involves determining the number and type of staff required for any given project at any time of the year-Including increased seasonal or holiday demand. A labor cost distribution report is an accounting statement that provides business owners and HR managers with data critical to their decision-making: work hours, wages, benefits, deductions, etc.

In typical labor cost distribution reports, this pertinent data is broken up by department, location, and perhaps employee type. It includes information such as goals and fund allocation, as well as which organizational funds pay for each specific labor.

Labor cost distribution reports may also include company-specific information, to reflect whether the company met a goal it set for itself, like staying below a projected labor cost. This information is always crucial for planning budgets. With a workforce management system in place, companies can use calculated forecasts to ensure efficient staff deployment and a balanced workload to keep up with constantly changing labor demands.

2. Scheduling, Attendance, and Time Keeping

Going from manual scheduling to automation streamlines the workforce management system and helps eliminate some of the human errors that come with it. It saves HR staff a lot of time by automating staffing based on vacations, staff availability, workload volume, absences, etc.

Having an accurate picture of attendance patterns enables HR and organization leaders to better forecast changes in demand and to effectively manage schedules. Automated cloud-based time and attendance that is integrated with payroll is the answer.

Cloud-based computing provides flexibility across almost any work environment. Integration allows for optimization that compensates for the impact of fluctuating schedules and variable clock-in locations. Automation reduces the impact of flexibility and increases operational efficiency.

Cloud-based computing has opened the doors to modern solutions. With access from virtually any location, employers are adopting these services to handle time and attendance. Also, it provides greater access–and a wider range of efficiency, especially in a hybrid work environment.

Automation and workflow can reduce errors and improve employee engagement, especially in scheduling. Understanding how to manage time and attendance through timekeeping and scheduling can expand to meet the needs of a varied workforce, and automation can reduce the impact of juggling more variables while increasing performance in many areas.

3. Employee Management Workforce Management Systems

HR management technology providers often offer Employee Self Service (ESS) portals as part of their services and once an individual is set up, they are granted access to information such as payroll, benefits, personal data, and even tax documents. They can use this portal to request time off, and update their payroll data, such as adding a new direct deposit account and updating their personal information when they have experienced an important life change, depending on what options your HR technology provider offers.

Additionally, HR technology can offer Performance review tools and processes to design or redesign a new performance management process. Understanding how your employees are performing can help you adequately gauge who is more efficient and how to improve the overall workplace’s productivity. You can use these findings as the basis for proper compensation. By putting HR services on an accessible intranet, you can reduce or eliminate paperwork and duplicate entries by storing and processing employee documentation online.

4. Compliance

Regulations are a part of every industry and if not overseen properly, can ultimately be costly. It also applies to the management of required certifications, training, labor standards, leave agreements, and union standards.

You no longer need to create materials for staff/manager courses like sexual harassment discrimination, and OSHA workplace safety training. Some HR technology can offer you access to:

  • Compliance and Employee Development video courses
  • Learning Management Systems so you can track and manage your workforce training with employee notifications, history log, and completion certificates
  • Employee handbook creator guides that incorporate applicable Federal and State requirements
  • Having these tools can help you take on the world of HR compliance without needing to hire an entire department.

5. Payroll and benefits administration

Handling all aspects of payroll such as tax calculations and payments, time and attendance, wage garnishments, manual check calculations, etc. can be a lot to manage, let alone staying familiar with all HR regulations to ensure you are in compliance.  Because of this, many companies opt for hiring a payroll service provider to take on these responsibilities.

In addition to basic payroll processes, there is a tremendous amount of data that comes with payroll. Utilizing this data, such as audit-ready custom reports, to make business decisions is critical to most companies.  Payroll service providers are there to take those processes off your plate so you can focus on your business.

Ultimately, investing in Workforce Management Systems can provide long-term benefits across various departments of your workforce.

Any workforce management and payroll concern you want to troubleshoot? Reach out to Payroll Systems. Let us work together to make sure you are on the right track toward maximum efficiency.

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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.