Time & Workforce Management

There are key differences between local and international human resource management (IHRM) that make managing HR from an international position more complex. When the workforce is distributed across different countries and tasks are performed in a different context, requirements for HR have additional considerations. We take a look at what the differences are, and how they can best be managed.

Automating your travel and expense (T&E) process is one of the best things you can do for your business.
 

Recent economic uncertainty has caused thousands of job losses and exposed some people to non-standard work models for the first time. These unprecedented changes now show signs of becoming long-term.  Organisations are also suffering from a shortage of specialist skills – especially digital – opting to borrow contingent workers, build existing talent as well as buy (hiring permanent workers) to create the desired mix. Across Europe, about 1 in 5 employees is a contingent worker and this is expected to rise. 

The workplace has adapted at an unprecedented pace in response to the COVID-19 pandemic. The unplanned shift from physical collaboration to mostly online has challenged both mindsets and processes. Some argue that the workplace will never revert, so managers and HR leaders need a mid to long-term strategy to connect the remote workforce effectively.

This blog explores the challenges and opportunities of virtual collaboration and how to optimise working methods to meet business and well-being objectives.

Working smarter, becoming more efficient and driving cost savings are top of the list for most organisations, but many haven’t uncovered the missing link in their strategy: workforce management.

The COVID-19 pandemic has flipped the working world upside down. And it’s no secret that some businesses are coping with the circumstances better than others. Is your organisation one of them?

SD We proud to support We Love MCR charity, via the purchase of our very own bee, at the recent Bee in the City Auction!orx ar

To Clock, or not to clock: that is the question.

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.

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:

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.