In my previous blogs I described how important a transparent labour model and flexible workforce are to the successful implementation of a WFM system. Today I want to focus on how such a system can help re-engage your workforce, improving morale and colleague retention.

I always like to think I give 100% to everything I do. For most of my career I thought the best way to do this was to work every hour I could. I would look back proudly after any given week and I think,

In part 1 of my blog I described how keeping the labour model as simple and transparent as possible increases the chances of user buy-in whilst still generating an accurate labour forecast. Today I want to talk about how critical the flexibility of your workforce is to the successful implementation of a WFM system…

It’s at risk of showing my age that I tell you I’ve been selling and implementing workforce management (WFM) software solutions across multiple industry sectors for nearly 18 years. During that time I have seen:

It’s 8am, and you’re about to dial into your first conference call. You have back to back meetings all day, with some double, even triple bookings. There are 50 new emails in your inbox, and you’ve got 5 voicemail messages. A colleague asks you how you’re doing, and you reply with “I haven’t even got time to stop for lunch today!” to which your colleague looks suitably impressed and walks off, under no doubt that you are very busy and therefore clearly adding lots of value to the business.

We thought 2013 was busy with the introduction of Real Time Information (RTI). Looking back it now seems a doddle, but ever a hope that the wrinkles will disappear along with ‘disputed charge’, ‘duplicates’, and ‘misbalance’!

6 Technology Predictions that will impact the world of HR & Payroll

Before the advent of the internet, applying for jobs was a fairly straightforward process. Candidates would keep paper copies of their resume on hand, and when they found open positions, they would send a resume in the post or drop it off in person and hope for a call back about a job interview.

HR professionals deal with a lot of challenges on a daily basis, but at the root of it, the primary goal is to maintain a high level employee retention and productivity.

Discover how to make the most of long work hours and maximise productivity, turning a 40-hour week into meaningful accomplishment.

Join ISMA’s National Stress Awareness Day to promote employee wellbeing and showcase its value as a smart investment for your business.

Paying the living wage isn’t optional for survival, but neither should it be a problem.