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Human Resources and Workforce Management

Human Resource and Workforce Management

According to various sources, there are six main functions of a human resource department (HR); Recruitment, Compensation and Benefits, Compliance, Training and Development, Employee Relations and Safety.

Workforce management (WFM) is the exact tool needed for five of the six functions identified.

Recruitment

Any business interested in maintaining good employee relations recognizes that hiring from within is the best way to instill employee loyalty, satisfaction, and a strive for excellence in their current position. With WFM the recruitment of your current employee base is made easy. Any metric created is tracked with exactitude making the decision easy when promoting an employee from within. Some examples include punctuality, attendance, and goal achievement. Virtually eliminated is the chance of bias when considering an employee for promotion.

Are you forced to hire from outside the company? If the candidate’s previous employer utilizes WFM recommendations are fast and accurate.

Compensation and Benefits

With Workforce Management, employee compensation becomes a matter of monitoring and approving the data provided by the Timekeeping software.
• Daily or weekly overtime
• Call time and job based premiums
• Differentials and job rate rules
• Paid time off
And more are instantly available. Edits made in past pay periods automatically calculate the appropriate and period-specific rate of compensation including overtime costs (if applicable).
Audit reports keep you on track and not scurrying in the last hours when closing payroll.
With WFM payroll close can now be completed remotely. The approving executive no longer has to be on-site, or for that matter, in the same country. The software travels with them.

Benefit tracking is now automated; trigger tenure, productivity, or other benefit thresholds automatically by setting the standard of completion within the software.

Compliance

Obtaining, maintaining, and adhering to any compliant based factor is simple if you treat the subject heading as a project. Each “project” has a begin date, a due date, and mandatory steps taken to achieve it. Simply create a work order and use Workforce Management’s Work Order Scheduler to monitor progress and confirm completion.

Training and Development

As with compliance and employee relations, the Human Resource department’s in-house training seminars or programs are now not only logged as completed but the time it took for the employee to complete the training, and how many hours were paid to provide the training is available with WFM.

Through the analytic functions that can be built into your WFM system you can also trigger where training must be applied or even created. Perhaps you’ll notice that Cicely and Richard take longer than the rest of their team to reach landmarks for project completion. The alert you have created through WFM allows HR easily recognize the need to apply a training program in order to help these two employees more fully realize their potentials and company goals.
Through training employees grow. Those that excel because of the training develop the skills to excel at their jobs. With Workforce management they are easily recognized as ready and capable for future assignments and responsibilities.

Employee Relations

The entirety of this article pertains to this key function of the Human Resource Department. When you contact a business your future loyalty to that business is totally dependent on the confidence you have that the business will perform for you. With Workforce Management, proficiency, efficiency, and professionalism, the tenets each business strives for to be successful, is automated.
It all begins in-house. As a customer finds confidence in a business, employees need to feel confident in their leadership. Consistency, professionalism, and non-biased appraisals are a few of the roads leading to confidence. When an employee has this feeling of safety, Human Resources has done their job well.

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