Workforce Management Blog

You’ve adapted and evolved your business on multiple levels as technology changes and opportunities have presented themselves to increase workforce productivity, but your employees are still punching in on time cards. It’s time to realize that time cards are a thing of the past. Sure, they worked well for tracking time and attendance before, but while they prove to manage time, they require unnecessary resources and produce avoidable errors costing your organization time and money on a daily basis. Upgrading your payroll system to an automated time and attendance software can eliminate these problems, while saving you 2-5% of your payroll costs annually.

Punch Cards Cost Money

Punch cards require multiple steps. Employees take time to punch in, punch out, the HR department then have to calculate the hours each employee has worked and equate the other factors such as vacation pay, into the process to determine the accurate amount due to the employee.

As well, buddy punching is very common. Buddy punching is when an employee punches the time clock on behalf of another employee, who is leaving early, arriving late, absent from work or not scheduled for work that day. This is a time and attendance issue that allows employees to get paid for time in which they are not on the job, and is the basis for payroll fraud or time theft. Studies show that buddy punching can account for up to 5% of total payroll costs, which can costs companies thousands or even millions of lost dollars per year.
Time and Attendance Software Systems Save Money

An automated time and attendance systems reduces human errors and tracks employees’ attendance by using advanced methods such as biometrics. Upgrading to an automated time and attendance system can not only save you money, but increase your productivity through a variety of workforce management solutions such as activity costing, labour forecasting and absentee management.

There are multiple benefits and uses associated with a time and attendance software system. To learn more about how these can benefit your organization, click here.

Go Green, Increase Productivity – Workforce Management Software
With Earth Day just passing, many people are asking themselves what they can do to help preserve the environment for future generations. This isn’t just a personal matter however, more and more organizations are asking themselves the same question.

Adopting an effective employee management system will enable your company to cut labour costs and increase productivity, but it is also a greener alternative to a manual HR process. In particular, organizations within the healthcare industry readily realize the multiple streams of benefits of utilizing a time and attendance system.

Recruitment has always been a challenge for those in healthcare. In order to keep the highest of standards for providing superior healthcare services, the industry needs to find skilled professionals quickly due to shortages, but then have to endure long training periods. These challenges require a lot of time and money in order to achieve superior performance levels in your workforce. Healthcare industries should not just provide services that improve the lives of its patients, but it should also utilize solutions that align with all other aspects of the organization.

As well, traditional methods of workforce management, such as timesheets, have a detrimental effect on the environment, contributing a high level of paper waste annually. Green technologies do exist that can replace these old methods.

Workforce management solutions include time and attendance software that uses automated data collection methods that do not include paper nor plastic disposables- biometrics, the internet, voice recognition, mobile phones, all of which are extremely accurate methods in tracking employee behavior.

Not only do these technologies have a more positive effect on the environment, but also they are more accurate, efficient and effective in meeting organizational goals.  It is a win-win solution for all.

There are multiple benefits of adopting a WCM solution for your organization. To learn more about what WCM can do for you, visit our website.

The beginning of the global economic recovery raised the renewed need for efficient and high-quality recruiting services. Mergers and acquisitions forced organizations to look inward and examine the gaps between what they have and what they want: what expertise should be retained, what skills and competencies are in the surplus, and what skills are missing. The world of employment has changed so much that organizations now experience a shortage in some skills and competencies essential for their growth. Among others, this is the result of an entire generation leaving the workforce (the baby boomers), changes in technological processes and Generation Y joining the workforce. To address these challenges and develop the future leadership of the organization, organizations must focus on recruiting the right talent into the organization.

In a study by IDC in 2010, executives were asked to rank the most important initiatives in the field of talent management carried out in their organization that had the strongest impact on their business objectives in the area of human resources. It is not surprising that the top ranking issues were: alignment in accordance with business objectives, recruitment, and performance management.

When an organization decides to change its corporate strategy, the HR department must respond almost immediately: it must identify the set of skills required to carry out the current strategy, and it must plan and execute a structured recruitment process to bring on board the missing skills. The nature of the recruitment manager’s job changes accordingly. He or she can no longer be satisfied with receiving instructions and job requirements as defined by professional managers. He must take into account the full range of strategic plans relating to the employee skills, directions for future growth, internal mobility as part of job promotion, performance management, and more.

“The people make the organization” is no longer an empty expression. More and more organizations have realized that to obtain better business results they must invest in employees or rather in the talent pool. In recent years we have seen increasing investment by organizations in technological systems for performance management and in learning management systems in order to deepen and enhance capabilities and skills within the organization.

Strategic recruitment must be based on analysis and planning of human resources: What kinds of employees/skills are required? When and where? What gaps currently exist in the critical positions in the organization, and in what direction does the business unit advance? What technologies are going to be used, and what new processes will be adopted?

Talent management will not succeed in earnest unless companies view the process as requiring integration of data, processes, and tools. When companies invest in this process, the result is greater revenue and profitability, more engaged employees and a much more effective organization.

Synerion Recruitment enables job management, capture of applicant resumes from various channels (e-mail, scan, fax, and social networks), creation of an applicant pool, and bi-directional matching between applicant and job requirements to identify candidates most suitable for the organization’s needs.

To learn more about the benefits and advantages of recruitment software, click here.

In today’s economy, competition is ever increasing, and it is the organizations that are able to identify the key talent and get that talent working for their organization in the shortest period of time that will flourish. However many organizations act too slowly to fill positions within their company resulting in lost opportunities and revenue.

A simple method to determine the lost revenue as a result of an unfilled position is the employee revenue calculation. This number represents on average the amount of revenue generated by each individual employee on a daily basis. To calculate:

Daily Revenue Lost per unfilled position = Total Revenue/Number of Employees/ 365

By using the above calculation organizations can see how much revenue on average is being lost on a daily basis every time an organization has a job opening that has not been filled based on the amount of revenue each employee generates per day.

Other impacts of unfilled positions include:

-        Overworked Employees: Employees in the company have to pitch in to get the work done which would normally be done by the person in the position that is currently being recruited for

-        A team in an organization which has a  vacant position will require more support from the management team

-        Customers will become dissatisfied since their requests are taking longer to be fulfilled

-        Excessive vacancies can lead to poor hires simply to fill the vacancies which will ultimately harm the business

In order to deal with the costs of unfilled vacancies many organizations are now choosing to invest in recruitment solutions. Recruitment  workforce solutions allow organizations to quickly get a pool of applicants, identify the most suitable candidates and identify a workflow to get a new employee contributing to the organization in the shortest amount of time.

In an increasingly competitive economy, investing in a recruitment solution has the opportunity to give organizations the competitive advantage they need.

To learn more about the advantages of investing in a Recruitment workforce solution, click here.

With the complete transfer of control over the recruiting process out of the organization, HR managers are losing valuable knowledge that can directly affect the company’s business results

Because of the task load imposed on the organization’s recruiters, HR managers often resort to outsourcing services such as placement companies to facilitate the process of recruitment. The obvious advantage of using outsourcing services is freeing the HR department from dealing with tactical tasks for the benefit of strategic ones. Managers and recruiters assume that use of outsourcing will relieve them from having to keep track of the search and screening process and eliminate the need to maintain an internal pool of candidates for future searches. However with outsourcing, organizations renounce, often without being aware of it, control of the recruitment process.

In practice, by transferring control over the hiring process outside the organization, human resources managers lose valuable knowledge that can directly affect the company’s business results. This valuable knowledge, accumulated in the process of recruiting, includes information about changing market trends, data about the company’s positioning as an employer, and more. For example, a comparative statistical analysis of the applicants who seek various positions over a period of time allows the company to assess whether it is regarded as an attractive workplace relative to competitors in the market. A positive or a negative answer allows the company to organize and actively work toward improving or maintaining its positioning. Another example is a search for a candidate for a particular job. If it turns out that the number of applications for the position is considerably lower than the number of candidates for other positions in the organization, it is reasonable to assume that there is a shortage in this particular type of professionals on the market, so that even when a suitable candidate is found, compensation is likely to be very high.

The knowledge accumulated in the process of recruitment can also pinpoint critical aspects such as weaknesses that can jeopardize the ability of the organization to meet its goals. For example, the identification of critical skill shortages in the organization, which are one of the main business risks that companies recognize today.

This type of information is valuable and companies should not neglect it. It can reduce the uncertainty under which the company operates, identify the problems that need to be dealt with, and assist in making decisions concerning the changes required for the company to remain competitive. The company that collects such information and quantifies it with reference to its future plans can prepare and act in additional ways to bring the missing talent into the organization and carry out its strategy.

It is important to note that returning control over the recruiting process to the organization will help the recruiting department reposition itself in the organization as a contributor to the business success of the company. It does not require the active involvement of HR managers in all processes. HR managers must only ensure that the process itself is under control, and return to recruiters the knowledge and the decision-making power about how to recruit, whom to recruit, when, and by what means. This can be accomplished with tools that allow measurement of various processes in accordance with key performance indicators (KPI), such as time to hire for the specific job, type of occupation, the cost per hire by various recruitment sources (placement agencies, social networks etc.) and more.

There are cases and circumstances when the organization should definitely use outsourcing services for recruitment. The HR department, however, should make an informed decision when and in which cases or for what positions this is to be done, and what is the right mix to ensure the return on investment.

To achieve the goals they set for themselves, organizations must use the tools for measurement and evaluation of the effectiveness and the costs of the recruitment process. In this way they can choose effective recruitment processes and means for each position or job in the organization, decide when and which outsourcing firms to involve in the process, and save direct and indirect costs.

To learn more about the recruitment process ,click here.