Time

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:

Managing the workforce is a tricky balancing act of trying to satisfy the demands of customers and staff. With skill gaps and the rise of flexible work, it can feel like the challenges are piling up for pay and HR specialists.

We know that time is precious, and the most valuable commodity, for business and for people.

For employees, submitting expenses shouldn’t be a chore that gets pushed back on the to-do list, it should be easy and quick. 

The Covid-19 pandemic has transformed business operations for the foreseeable future. As the economy slowly starts to recover and more people return to work, it’s critical that every business can ensure the health and safety of its people.