To remain relevant among other competitors in the industry, keeping up to date and analyzing both HR and business data is a must. Failure to do so will only slow growth and productivity, as older paper-based analytics systems often result in poor decision-making rooted in guesswork. The benefits associated with adopting workforce analytics are well documented.
Today’s business leaders are leveraging their employee’s time and attendance data to help make informed and impactful decisions for their respective organizations.
While many might think attendance data simply notes who’s on the clock and who’s not, it actually goes far beyond those walls, making tracking employee activities and measuring engagement easier than ever before.
Read on below to find out more about what you can learn from time and attendance data.
Unless you’ve been living under a rock, then you likely know that compliance management has skyrocketed to becoming the next best business practice.
With a wide-spread collection of internal policies, ever-changing regulatory requirements, and beyond, ensuring proper staffing coverage can present operational challenges for your HR department.
The good news? This is where time & labor management solutions can step in and do the hard work for you!
Lessons learned from customizing scheduling software
It’s a given. When it comes to workforce scheduling, we can all agree we want to have the right people working in the right jobs at the right time. But the challenge is a bit more complex than many people realize – a one-size fits all solution simply does not exist. Whether in the public or private sectors, it is important to think beyond automation of the here-and-now needs of time and attendance to focus on the events of tomorrow. The former is pedestrian and limiting, the latter predictive and empowering.
While there are many software solutions promising to ensure this, many neglect to take factors into account that ensure legality and accountability, in addition to professionalism and efficiency. The devil truly is in the details, and solutions must be tailored accordingly.
I believe my story is an informative one, as I was faced with the formidable challenge of creating a workforce management system that could accomplish these goals in an environment whose stakes can, literally, be life and death: policing. Specifically, my potential customer was the police department of Princeton, New Jersey.
Meetings can be both constructive and productive if combined with the right resources. Whether scheduling a small get-together with employees or conducting a corporate planning session, strategizing the process will ensure success. This article discusses effective strategies for conducting constructive meetings that produce results.
Job shadowing allows people to learn more about a particular occupation or profession so that they can gain a deeper understanding of the related daily activities. This is highly beneficial for college students as well as adults that are pursuing a specific field and who want more information to help them choose the right path. Job shadowing is not only beneficial for prospective workers but also for businesses interested in qualifying employees before hiring.
If your business wants to remain competitive with other industry giants, it’s important to start culling and analyzing both HR and business data. Failure to do so will only slow growth and productivity, as older paper-based analytics systems often result in poor decision-making rooted in guesswork. The benefits associated with adopting workforce analytics are well documented. In fact, according to a 2013 study by the Harvard Business Review group, the businesses that most effectively managed their workforce by using analytics improved their business profit by as much as 65%. (Source) Bottom line, it’s essential for your HR team to gain insights on important workforce data that they can easily understand and access in order to maximize profits.