Inovium

Embracing Change: Transitioning to a Modern WFM System

Mario Da Roza — Fri, 22 Dec 2023 12:40:49 +0000

Embracing Change: Transitioning to a Modern WFM System

Introduction

In the dynamic landscape of workforce management, technology has progressed leaps and bounds. However, many companies find themselves tethered to workforce management systems (WFM) that are relics of a bygone era – some nearly two decades old! This blog acknowledges the challenges these companies face and shines a light on the transformative journey towards modern WFM solutions.

The Plight of Outdated Systems

Imagine a young tree growing beside a large rock. As it grows, its trunk twists and turns around the obstacle, shaping itself to the rock’s contours. This tree is like many organizations today, with their workforce management systems deeply rooted in the past. These systems, implemented by teams long gone, have become enigmatic, their quirks and limitations lost in time. Users, conditioned by these aged systems, have creatively adapted, often supplementing with tools like Excel to bypass inherent limitations. Yet, like the tree, their growth has been unwittingly dictated by the immovable rock of their outdated systems.

The Evolution of Workforce Management Platforms

Today’s workforce management platforms are a far cry from their predecessors. They are designed not just to function but to flourish, offering purpose-built features that streamline processes once riddled with workarounds. These modern solutions offer a powerful lens for data-driven decision-making, turning what was once a reactive approach into a proactive strategy.

Why Change is Imperative

Consider our tree once more. If given the chance to grow anew, away from the rock, it would reach upwards, strong and straight. Similarly, organizations clinging to antiquated systems must look beyond the rock of their current limitations. The next 20 years will be marked by continuous improvement and innovation. By embracing change, companies can realign their processes with current policies, identify gaps, and set a course for a more efficient and effective future.

Conclusion

Change, especially in the realm of technology, is often met with apprehension. It’s a journey from the familiar to the unknown. However, just as a tree seeks the sun, companies must seek growth and efficiency. The transition to a modern workforce management system is not just a change; it’s an evolution, a step towards a future where your organization can grow straight and tall, unencumbered by the rocks of the past.

Talk to us!

We invite you to look at your current workforce management system. Does it resemble the twisted tree, shaped by limitations and workarounds? Or is it time to plant a new seed, one that will grow unfettered into a robust, efficient, and future-ready system? Embrace the change with Inovium Solutions, and let us guide you towards a straighter, stronger path.

by Mario Da Roza – PMP

LinkedIn: https://www.linkedin.com/in/madaroza/

Having worked with global organizations across virtually every industry, Mario is a 20+ year workforce management veteran.

The post Embracing Change: Transitioning to a Modern WFM System appeared first on Inovium.

Leveraging Technology to Enhance Workforce Happiness and Efficiency

Michael Brandt — Wed, 16 Aug 2023 15:08:30 +0000

This article explores how technology can be effectively utilized within human resources to enhance workforce happiness, success, and efficiency. It examines various technological solutions that promote employee engagement, improve communication and collaboration, streamline processes, and support professional development. By harnessing the power of technology, organizations can create a positive work environment that fosters a motivated and productive workforce.

1. Introduction:
In today’s digital era, technology plays a vital role in shaping the modern workplace. Organizations are realizing the potential of technology to optimize human resources, leading to improved workforce happiness, success, and efficiency. This article presents an overview of key technological solutions that can be implemented to achieve these goals.

2. Enhancing Employee Engagement:
Employee engagement is crucial for overall workforce happiness and productivity. Several technological tools can enhance engagement, such as:

Employee engagement platforms (e.g., Officevibe, 15Five) offer regular check-ins, surveys, and recognition features to measure and improve engagement levels.
Gamification platforms (e.g., Bunchball, Axonify) integrate game elements into work processes, promoting collaboration, learning, and competition.

3. Improving Communication and Collaboration:
Efficient communication and collaboration are central to a successful and harmonious workforce. Technology enables seamless interaction through the following tools:

Collaboration platforms (e.g., Infor OS, Microsoft Teams, Slack) provide chat features, document sharing, and project management capabilities, fostering real-time collaboration among teams.
Video conferencing tools (e.g., Zoom, Google Meet) facilitate face-to-face communication, even when geographically dispersed, fostering effective teamwork.

4. Streamlining HR Processes:
Technology can automate and streamline various HR processes, ensuring efficiency, accuracy, and time savings:

Cloud-based HR management systems (e.g., Infor CloudSuite HCM, Workday, SAP SuccessFactors) consolidate HR activities such as payroll, benefits administration, and employee data management into a central platform.
Self-service portals empower employees to access and update their HR information, thus reducing administrative burdens on HR personnel.

5. Supporting Professional Development:
Continuous professional development is crucial for workforce success and happiness. Technology can offer various resources for upskilling and training:

Learning management systems (e.g., Infor, Cornerstone, Udemy for Business) provide online courses, webinars, and interactive modules, allowing employees to acquire new skills conveniently.
Knowledge-sharing platforms (e.g., Infor OS, Confluence, SharePoint) enable employees to contribute and access valuable information, fostering knowledge exchange and collaboration.

6. Conclusion:
By leveraging technology effectively, organizations can create a positive work environment that enhances workforce happiness, success, and efficiency. The tools mentioned above are examples of how technology can empower HR professionals in their quest to cultivate a motivated and engaged workforce.

References:
– Biswas, S., & Bhatnagar, J. (2021). Enhancing Employee Engagement Among Remote Workers: A Comprehensive Framework in the Era of COVID-19. Journal of Open Innovation: Technology, Market, and Complexity, 7(4), 136. doi: 10.3390/joitmc7040136
– Gartner (2019). Gamification in Employee Engagement Can Drive Individual Performance Improvement. Retrieved from https://www.gartner.com/en/documents/3912778/gamification-in-employee-engagement-can-drive-individu
– Mercer (2021). Technology in Employee Benefits: Enhancing the Employee Experience. Retrieved from https://www.mercer.com/our-thinking/career/technology-in-employee-benefits-enhancing-the-employee-experience.html

The post Leveraging Technology to Enhance Workforce Happiness and Efficiency appeared first on Inovium.

What is Compensation Planning?

Michael Brandt — Fri, 21 Apr 2023 18:07:47 +0000

What is Compensation Planning?

Compensation planning refers to the process of designing and administering a company’s compensation program, which includes determining the salaries, wages, bonuses, benefits, and other forms of rewards that employees receive in exchange for their work.

Compensation planning involves analyzing market data to ensure that a company’s compensation package is competitive and attractive to potential employees, while also aligning with the company’s overall budget and financial goals.

The process also involves developing a compensation philosophy that outlines the company’s approach to pay and rewards, such as whether the company values performance-based pay or tenure-based pay.

Overall, compensation planning is a critical aspect of a company’s overall human resources strategy, as it helps to attract, retain, and motivate employees, while also ensuring that the company’s financial resources are allocated effectively.

The post What is Compensation Planning? appeared first on Inovium.

What is Human Capital Management?

Michael Brandt — Fri, 21 Apr 2023 15:26:04 +0000

What is Human Capital Management?

Human Capital Management (HCM) is a strategic approach to managing an organization’s most valuable asset: its people. HCM encompasses a set of practices and processes designed to maximize the potential of employees, foster their growth, and ensure overall organizational success. By focusing on various aspects such as talent acquisition, talent management, workforce planning, performance management, learning and development, and compensation and benefits, HCM aims to create a positive work environment that attracts, retains, and develops top talent, ultimately leading to improved business outcomes.

Components of Human Capital Management

Talent Acquisition
Talent acquisition is the process of attracting, sourcing, and hiring the right candidates for an organization. This involves leveraging various channels, such as job boards, social media, and recruitment agencies, to find the best talent. A robust HCM system helps streamline this process and ensures the organization can efficiently fill open positions with top talent.

Talent Management
Talent management involves nurturing, developing, and retaining employees to help them reach their full potential. This includes regular performance reviews, career development plans, and mentoring. Effective talent management ensures that the organization can retain top performers and cultivate future leaders.

Workforce Planning
Workforce planning is the process of forecasting future staffing needs and determining the best strategies to meet those needs. This involves analyzing factors such as employee turnover, market trends, and organizational goals. HCM systems can help organizations with workforce planning by providing data-driven insights and scenario planning tools.

Performance Management
Performance management involves setting clear expectations for employees, monitoring their progress, and providing regular feedback. This includes goal-setting, performance reviews, and ongoing communication between managers and employees. A comprehensive HCM solution helps organizations track employee performance and align individual goals with the organization’s strategic objectives.

Learning and Development
Learning and development initiatives are essential for nurturing employee skills, enhancing their capabilities, and ensuring their growth. This includes providing access to training programs, workshops, and e-learning resources. HCM systems can help organizations manage these initiatives more effectively by tracking employee progress and identifying skill gaps.

Compensation and Benefits
A key component of HCM is managing employee compensation and benefits. This includes developing competitive salary structures, offering attractive benefits packages, and managing employee rewards and recognition programs. An HCM system can help organizations efficiently administer these programs and ensure they remain competitive in the market.

Benefits of Human Capital Management

Improved Employee Engagement
Effective HCM strategies can lead to increased employee engagement, which is crucial for organizational success. A highly engaged workforce is more likely to be productive, loyal, and committed to the organization’s goals. In fact, according to Gallup, companies with highly engaged employees experience 21% higher profitability compared to those with low engagement levels.

Increased Productivity
When employees receive proper training, support, and opportunities for growth, they are more likely to be productive and contribute to the organization’s success. A study by the Corporate Executive Board found that companies with strong talent management practices experienced a 26% increase in revenue per employee compared to their peers.

Enhanced Talent Retention
By implementing effective HCM practices, organizations can reduce employee turnover and retain top talent. This not only saves costs associated with hiring and training new employees but also contributes to a more stable and experienced workforce. A study by Deloitte revealed that organizations with a strong focus on talent management had a 41% lower turnover rate compared to their competitors.

Better Decision Making
Data-driven insights provided by HCM systems can help organizations make more informed decisions about workforce planning, talent acquisition, and employee development. This enables organizations to optimize their human capital investments and allocate resources more effectively.

Streamlined Processes
HCM systems can help organizations automate and streamline various HR processes, such as recruitment, performance management, and benefits administration. This reduces the administrative burden on HR professionals, allowing them to focus on strategic initiatives that drive organizational growth.

Compliance Management
A comprehensive HCM system can help organizations stay compliant with local, national, and international labor laws and regulations. This reduces the risk of penalties and legal issues, ensuring a smooth and hassle-free operation.

Data-driven Insights
HCM systems provide organizations with valuable data and analytics about their workforce. This information can be used toidentify trends, address skill gaps, and make informed decisions about employee development and retention strategies. By leveraging these insights, organizations can make better decisions and optimize their human capital investments.

Conclusion

In conclusion, Human Capital Management is a crucial aspect of organizational success. By focusing on talent acquisition, talent management, workforce planning, performance management, learning and development, and compensation and benefits, organizations can create a positive work environment that nurtures employee growth and drives better business outcomes. Implementing effective HCM practices can lead to improved employee engagement, increased productivity, enhanced talent retention, better decision making, and streamlined processes. Ultimately, a well-managed human capital strategy is essential for any organization looking to thrive in today’s competitive business landscape.

FAQs

Q1: What is the difference between Human Capital Management and Human Resource Management?

A1: Human Capital Management (HCM) is a strategic approach that focuses on maximizing the potential of employees and fostering their growth, while Human Resource Management (HRM) is a broader term that encompasses various aspects of managing people within an organization, including HCM. HCM is a part of HRM but places more emphasis on the value employees bring to the organization.

Q2: How does technology play a role in Human Capital Management?

A2: Technology plays a significant role in HCM by providing tools and systems that streamline processes, automate tasks, and offer data-driven insights. HCM systems can help organizations manage recruitment, performance management, learning and development, and compensation more effectively, ultimately improving overall organizational performance.

Q3: How can organizations measure the success of their Human Capital Management strategies?

A3: Organizations can measure the success of their HCM strategies by tracking key performance indicators (KPIs) such as employee engagement, productivity, turnover rates, and talent retention. Additionally, organizations can analyze the impact of HCM initiatives on overall business performance, including revenue growth and profitability.

Q4: What are the key challenges organizations face when implementing Human Capital Management strategies?

A4: Some key challenges organizations face when implementing HCM strategies include aligning HCM initiatives with business objectives, securing buy-in from senior leadership, managing change, and ensuring continuous improvement. Organizations must also stay up-to-date with evolving labor laws and regulations to maintain compliance.

Q5: How can small businesses benefit from Human Capital Management?

A5: Small businesses can also benefit significantly from implementing HCM practices. By focusing on employee development, engagement, and retention, small businesses can create a positive work environment that attracts and retains top talent, leading to improved business performance and growth.

The post What is Human Capital Management? appeared first on Inovium.

Business Case: Workforce Management Software

Michael Brandt — Tue, 18 Apr 2023 13:59:52 +0000

Introduction

Workforce management is critical for businesses of all sizes and industries. The efficient management of workforce processes can improve productivity, increase efficiency, and reduce operational costs. However, optimizing workforce management requires a comprehensive approach, addressing various aspects of workforce management, such as demand and resource variability, workforce fatigue, absence, compliance, and workforce intelligence. This essay will explore the strategies and best practices that businesses can adopt to optimize workforce processes, mitigate risks, and attract and retain valuable employees.

Optimizing the Efficiency of Workforce Processes:

To optimize workforce efficiency, businesses should focus on automating routine tasks, optimizing workflows, and using analytics to identify areas for improvement. Automation of routine tasks, such as scheduling and time tracking, can reduce the administrative burden on managers and free up time for more strategic activities. Optimizing workflows can reduce redundancy and streamline processes, leading to increased efficiency. Finally, the use of analytics to identify areas for improvement can help businesses optimize workforce processes and improve overall performance.

According to a study by McKinsey & Company, businesses that implement workforce management automation can increase productivity by up to 20% and reduce labor costs by up to 30%. The study also found that businesses that optimize workflows can reduce the time spent on administrative tasks by up to 60%.

Minimizing the Risks from the Accuracy and Validity of Workforce Data:

Accurate and valid workforce data is essential for making informed business decisions. Businesses can minimize the risks associated with workforce data accuracy and validity by ensuring that data is entered correctly, regularly audited, and using software solutions that validate data automatically. Additionally, businesses can use data analytics to identify and mitigate any potential errors in workforce data.

According to a study by the Ponemon Institute, data breaches can cost businesses up to $3.92 million on average. By ensuring the accuracy and validity of workforce data, businesses can reduce the risk of data breaches and potential financial losses.

Optimizing Responsiveness to Demand and Resource Variability:

Optimizing responsiveness to demand and resource variability involves ensuring that businesses have the necessary resources available to meet demand fluctuations. This can include cross-training employees, implementing flexible work schedules, and using predictive analytics to forecast demand.

According to a study by Accenture, businesses that use predictive analytics can reduce supply chain disruptions by up to 40%. Additionally, businesses that implement flexible work schedules can improve employee satisfaction and reduce turnover.

Optimizing Resource Utilization:

Optimizing resource utilization involves ensuring that businesses use their resources effectively and efficiently. This can include implementing resource planning software, using analytics to identify underutilized resources, and promoting a culture of resource optimization.

According to a study by Deloitte, businesses that optimize their resource utilization can reduce operational costs by up to 20%. Additionally, businesses that promote a culture of resource optimization can improve employee engagement and productivity.

Managing the Impact of Workforce Fatigue:

Workforce fatigue can negatively impact productivity, employee satisfaction, and overall business performance. Businesses can manage the impact of workforce fatigue by implementing fatigue management policies, using scheduling software that considers employee availability and preferences, and providing employees with adequate breaks.

According to a study by the National Safety Council, businesses that implement fatigue management policies can reduce accidents by up to 50%. Additionally, businesses that provide employees with adequate breaks can improve employee satisfaction and productivity.

Managing Workforce Absence and Minimizing its Impact:

Managing workforce absence is essential for ensuring that businesses have the necessary resources available to meet demand. Businesses can manage workforce absence by implementing absence management software, providing employees with paid time off and other benefits, and cross-training employees to fill in for absent colleagues.

According to a study by the Society for Human Resource Management, businesses that implement absence management software can reduce absenteeism by up to 40%. Additionally, businesses that provide employees with paid time off can improve employee satisfaction and retention rates.

Managing and Accommodating Flexible Working Trends:

Flexible working arrangements, such as remote work and flexible schedules, have become increasingly popular in recent years. To accommodate these trends, businesses can implement remote work policies, use collaboration software to enable remote work, and use scheduling software to accommodate flexible schedules.

According to a study by the Society for Human Resource Management, businesses that offer flexible work arrangements can improve employee satisfaction and retention rates. Additionally, businesses that allow remote work can reduce overhead costs, such as rent and utilities.

Minimizing Workforce Costs:

Minimizing workforce costs is essential for maintaining profitability and competitiveness. Businesses can minimize workforce costs by implementing automation and process optimization, outsourcing non-core activities, and using workforce analytics to identify opportunities for cost reduction.

According to a study by the National Restaurant Association, businesses that implement workforce management software can reduce labor costs by up to 5%. Additionally, businesses that outsource non-core activities can reduce operational costs by up to 40%.

Managing and Enforcing Compliance and Governance Policies:

Compliance and governance policies are critical for ensuring that businesses operate legally and ethically. Businesses can manage and enforce compliance and governance policies by implementing compliance management software, conducting regular audits, and promoting a culture of compliance.

According to a study by the Ponemon Institute, businesses that implement compliance management software can reduce compliance-related costs by up to 50%. Additionally, businesses that promote a culture of compliance can reduce the risk of legal and reputational damage.

Managing Workforce and Process Complexity:

Managing workforce and process complexity is essential for maintaining operational efficiency and reducing costs. Businesses can manage workforce and process complexity by simplifying processes, cross-training employees, and using automation to reduce manual tasks.

According to a study by McKinsey & Company, businesses that simplify their processes can improve productivity by up to 50%. Additionally, businesses that cross-train employees can reduce the risk of workforce shortages and improve operational flexibility.

Operational Flexibility vs. Strategic Agility:

Operational flexibility and strategic agility are both critical for maintaining competitiveness in today’s fast-paced business environment. Operational flexibility involves the ability to quickly adapt to changes in demand or resource availability, while strategic agility involves the ability to identify and capitalize on emerging trends and opportunities.

According to a study by Deloitte, businesses that have both operational flexibility and strategic agility are more likely to achieve long-term success. Additionally, businesses that prioritize both operational flexibility and strategic agility can improve their ability to respond to changing market conditions and stay ahead of the competition.

Mitigating Workforce Risks:

Workforce risks, such as turnover and absenteeism, can negatively impact business performance. Businesses can mitigate workforce risks by implementing retention programs, providing competitive compensation and benefits packages, and implementing absence management policies.

According to a study by the Society for Human Resource Management, businesses that implement retention programs can reduce turnover rates by up to 40%. Additionally, businesses that provide competitive compensation and benefits packages can improve employee satisfaction and retention rates.

Attracting and Retaining a Valuable Workforce:

Attracting and retaining a valuable workforce is critical for maintaining operational efficiency and achieving long-term success. Businesses can attract and retain valuable employees by providing competitive compensation and benefits packages, promoting a positive work culture, and offering opportunities for career growth and development.

According to a study by Glassdoor, businesses that offer opportunities for career growth and development are more likely to attract and retain valuable employees. Additionally, businesses that promote a positive work culture can improve employee engagement and productivity.

Leveraging Value from Workforce Intelligence and Analytics:

Workforce intelligence and analytics can provide businesses with valuable insights into workforce performance and potential areas for improvement. Businesses can leverage workforce intelligence and analytics by using data visualization tools, conducting regular workforce analyses, and using predictive analytics to forecast future workforce needs.

According to a study by Deloitte, businesses that use workforce analytics to improve their talent management processes can improve their employee productivity by up to 15%. Additionally, businesses that use data visualization tools can improve their ability to identify trends and make informed decisions.

Conclusion:

Optimizing workforce processes is essential for businesses looking to maintain competitiveness and achieve long-term success. By addressing aspects such as demand variability, resource utilization, workforce fatigue, absence, compliance, and workforce intelligence, businesses can improve productivity, reduce costs, and mitigate risks. Implementing workforce management software and adopting best practices such as automation, optimization, and analytics can help businesses optimize their workforce processes and achieve their strategic objectives.

More Information:

Inovium Workforce Management Consulting https://ekf.pyn.mybluehost.me/workforce-management/

McKinsey & Company. “Digitizing the workforce: Getting the most from automation and AI.” (2017) – https://www.mckinsey.com/business-functions/organization/our-insights/digitizing-the-workforce-getting-the-most-from-automation-and-ai

Ponemon Institute. “2019 Cost of a Data Breach Report.” (2019) – https://www.ibm.com/security/data-breach

Accenture. “The Predictive Enterprise: Where Artificial Intelligence and Machine Learning Meet Business Process Management.” (2017) – https://www.accenture.com/_acnmedia/PDF-62/Accenture-Predictive-Enterprise.pdf

Deloitte. “People analytics: Gaining speed or losing momentum?.” (2017) – https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-hc-people-analytics.pdf

National Safety Council. “Fatigue in the Workplace: Causes and Consequences of Employee Fatigue.” (2017) – https://www.nsc.org/work-safety/safety-topics/fatigue

Society for Human Resource Management. “2018 Paid Leave in the Workplace.” (2018) – https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2018-Employee-Benefits-Research-Report.pdf

Society for Human Resource Management. “2019 Employee Benefits Survey.” (2019) – https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%202019%20Employee%20Benefits%20Report.pdf

National Restaurant Association. “Restaurant Operations Report.” (2019) – https://www.restaurant.org/Downloads/PDFs/Research/Restaurant-Industry-Factbook-2019.pdf

Society for Human Resource Management. “2017 Employee Benefits Report.” (2017) – https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2017-Employee-Benefits-Report.pdf

Glassdoor. “Why Do Workers Quit? The Factors That Predict Employee Turnover.” (2015) – https://www.glassdoor.com/research/why-do-workers-quit-the-factors-that-predict-employee-turnover/

Deloitte. “The rise of HR analytics: Transforming HR’s impact on the business.” (2018) – https://www2.deloitte.com/content/dam/Deloitte/nl/Documents/human-capital/deloitte-nl-hc-hr-analytics-report.pdfx

The post Business Case: Workforce Management Software appeared first on Inovium.

What is Workforce Management (WFM) software?

Michael Brandt — Fri, 10 Mar 2023 20:43:32 +0000

What is Workforce Management (WFM) software?

Workforce management software is a type of business software that is designed to help organizations manage their workforce more efficiently. This software typically includes a range of features such as scheduling, time and attendance tracking, performance management, payroll processing, and employee communication tools.

The primary goal of workforce management software is to help organizations optimize their workforce and reduce labor costs while increasing productivity and employee satisfaction. By automating many of the manual processes involved in managing a workforce, this software can help organizations streamline their operations, improve communication between employees and managers, and make more informed decisions about staffing and resource allocation.

Workforce management software can be used by businesses of all sizes and in a wide range of industries, from retail and hospitality to healthcare and manufacturing.

What are the benefits of Workforce Management Software?

There are several benefits to using workforce management software, including:

Improved Efficiency: By automating many of the manual processes involved in workforce management, such as scheduling, time tracking, and payroll processing, organizations can save time and reduce errors. This can help increase productivity and reduce labor costs.

Increased Visibility: Workforce management software provides real-time visibility into employee schedules, attendance, and performance, allowing managers to make informed decisions about staffing and resource allocation.
Better Communication: Workforce management software often includes employee communication tools, such as mobile apps and messaging platforms, that make it easy for employees to communicate with each other and with their managers. This can improve collaboration and reduce misunderstandings.
Enhanced Compliance: Workforce management software can help organizations comply with labor laws and regulations by automating compliance monitoring and reporting.

Improved Employee Satisfaction: By providing employees with greater visibility and control over their schedules, as well as tools to communicate and collaborate with their colleagues, workforce management software can help improve employee satisfaction and retention.
Increased Accuracy: Workforce management software reduces the potential for errors in manual processes and increases the accuracy of workforce data, including time and attendance records and payroll processing, leading to more accurate financial statements and forecasting.

Overall, workforce management software can help organizations better manage their workforce, reduce costs, and improve productivity while also enhancing employee satisfaction and compliance.

The post What is Workforce Management (WFM) software? appeared first on Inovium.

Why Infor’s Workforce Management Version 7 Upgrade is a Must Do?

Michael Brandt — Wed, 15 Jul 2020 13:38:19 +0000

https://ekf.pyn.mybluehost.me/wp-content/uploads/2020/07/Why_Infor_s_Workforc.mp4

If you haven’t been paying attention, Infor has been making major investments into the last few releases of their CloudSuite Workforce Management (WFM) solution set. Specifically, Version 7 represents the largest functional release in the last 10 years. They have made major improvements in artificial intelligence (AI), mobility, advanced scheduling, underlying platform technology, geofencing and employee enablement. If you haven’t thought about upgrading or moving to cloud, think again!

Key Areas of Focus for Customers on Version 6.4 and Prior:

Labor Forecast Optimized Scheduler (LFSO) Module – Infor has made major improvements by implementing new AI that greatly improves the forecast schedule accuracy. The three case studies thus far have shown a better than 20% improvement in forecast accuracy. This means major savings in retail and other organizations leveraging volume-based scheduling. Through AI, LFSO can now incorporate virtually any schedule affecting data such as weather, historical sales data, unplanned closures or promotions changing customer patterns. In the graphic below, orange is the old way, blue is leveraging machine learning and gray is the actual. (Note: You will need to make sure you own LFSO)

Multiview Scheduler (MVS) – MVS is the scheduling engine for shift-based scheduling needs typically seen in manufacturing, distribution, healthcare and any warehouse scheduling scenarios. MVS has gotten a massive user experience upgrade in version 7. This includes improvements in the Master Rotation UI, Employee Shift Billboard UI and the Central Staffing functionality addition. (Note: You will need to make sure you own MVS)

Time and Attendance

Core Product – Infor has continued the push to a fully configurable product over the need for customization and they continue to drive towards a zero-code solution heading into the rest of this year. They have made major improvements in mobility and the ability for the product to be used on virtually any device. Mobile UI is more configurable and all screens are optimized for both portrait or landscape. Geofencing now allows for employees to clock in via mobile while verifying they are onsite. This will be important with Social Distancing and the needed COVID-19/Coronavirus workforce setup.
Clock Functionality – Version 6.3 and beyond introduced the WB-9000 clock with touch screen display and biometric capability. Additionally, WB-8000 and 9000 clocks have built in clock server’s allowing for offline clocking and syncing when connected. This also means there is no longer a need for infrastructure other than the clocks.

Birst Embedded and Integrated– Over the past several releases, Infor has been continuing to improve reporting. With Version 7, they have now made the push to fully integrate the Birst platform. Birst is Infor’s Analytics platform allowing for much more robust dashboards and reporting. Imagine your executives’ having the ability to drive into every bit of data they could possibly need in order to make business decisions. Expect to see a lot more here as Infor is leveraging Birst as the go-forward analytics engine across all products. Expect to see analytics access across Asset Management, Supply Chain and Labor all in one place. Think about having the right person, right assets and right materials at the exact right time with no idle downtime or wasteful labor costs.

Platform Support Changes – Version 7 has brought Infor up to date all underlying platforms versions. It is important to not that other than 6.3 and 6.4, most previous versions of WFM are certified on end of life underlying platform technology. This includes Oracle, SQL Server, application servers and the reporting tool. Version 7 addresses this for years to come.
Key Points for Customers on any Version 5 – This article would be entirely too long to name every advancement since the 5 versions, but every customer should be upgrading to 7 if they are on any version 5. A big value area is the alerting engine. This allows managers to address exceptions and to ensure they can address scheduling issues such as overtime before it happens. Infor has made massive improvements to the UI, mobility, tech stack support, security, and configurability. All that aside, the underlying operating system, database and web stacks are likely end of life no longer supported if you are running on a 5 version. We see this as a big risk given these versions are over a decade behind.

Conclusion

Infor has stepped up in recent years to make sure they are top of the food chain when it comes to both large complex solutions and for the smaller sized organizations. Their roadmap is strong and customers should look very hard at getting up to date and even going cloud. Nucleus Research has had them in the top right quadrant for 5 years straight and there is a reason for that. It’s no longer the old Workbrain platform. They have made a statement with Infor CloudSuite WFM version 7.

Michael Brandt

SVP of Sales and Alliances, Invoium

About Inovium
Inovium is a software services company focused on Workforce Management and was founded in July 2017 to provide agile digital transformation partner options primarily for implementing & supporting Infor CloudSuite™ Workforce Management solutions, for which we are alliance partners for their leading WFM applications.

The post Why Infor’s Workforce Management Version 7 Upgrade is a Must Do? appeared first on Inovium.

No Better Time to Upgrade your Workforce Management Software

Michael Brandt — Mon, 27 Apr 2020 15:52:39 +0000

https://ekf.pyn.mybluehost.me/wp-content/uploads/2020/06/No_Better_Time_to_Up.mp4

Given that so many lives are changing right now with COVID-19, there is no better time for digital transformation. Almost every company in the world is rewriting the way employees interact and how their operations will function as everyone heads back to work. In many industries, the makeup of your teams will be dramatically changing. This means training and adopting new scheduling practices. This also means finding new ways for employees to interact without constant physical contact. At Inovium we are an Infor Workforce Management (WFM) alliance partner and perform enterprise implementations across a lot of industries. This means we get to see a lot of creative things companies do. Considering everything that is happening, I thought of a few things that a modern digital workforce management platform could do to help.

Staggering Employee Start and End Times – Leveraging the right rules and the automated scheduling solutions, companies can optimize employees coming and going in order to avoid large crowds at a time clock where they are needed.
Mobility – Anything that can happen on a clock or PC, can now be done on a mobile now. This ensures employees aren’t touching the same equipment other employees are. This makes things safer but also makes your employees more comfortable.
Geofencing – Expanding on mobilities, you can now block off your locking areas, ensuring your employees are at the job site or office. This is great in situations where there is concern for employees being where they are supposed to be when they clock in.
At Home Access – Going cloud and adopting a digital strategy allowed your teams to seamlessly track their time, attendance, absence and scheduling right from their home PC. Additionally, you can still ensure they are compliance with local and union requirements.

There are many more reasons to adopt a digital workforce management system beyond this but just consider the fact that you likely have a lot of people not working. It’s a much easier time to implement, upgrade or migrate your solution because you are likely going to have to retrain a new workforce or returning workforce to the new status quo. Having modern solutions that automate your demand planning, scheduling, time and attendance is going to make the lives of your employees easier while providing a significant ROI for years to come.

Change is coming and it should definitely include upgrading and enhancing your workforce management software.

Michael Brandt

SVP of Sales and Alliances, Invoium

The post No Better Time to Upgrade your Workforce Management Software appeared first on Inovium.

Workforce Planning and Scheduling in the New Social Distancing Landscape

Michael Brandt — Wed, 08 Apr 2020 19:00:00 +0000

https://ekf.pyn.mybluehost.me/wp-content/uploads/2020/06/Workforce_Management_Software_Scheduling.mp4

As the world is learning how to adjust to the COVID-19 new normal, intelligent scheduling and workforce management is critical from both a safety/health perspective and a labor efficiency/cost perspective. The days of managing how the workforce is scheduled via paper or spreadsheet just isn’t going to cut it. Simply put, technology exists that can ensure that only the needed people are scheduled to be in the office on the clock at the time they are needed. The C Suite has no excuse given the capability to minimize risk exists and the shear cost savings in better labor efficiency is huge.

Through the years, I have witnessed instance after instance of companies believing they can best manually manage the schedules of thousands of employees. It’s April of 2020 and the fact is, the technology around automated schedule management can outthink and out react any spreadsheet or paper schedule out there. As I was thinking about this article, a few great examples of how technology can help came to mind:

Social Distancing – Through detailed rules configuration, scheduling engines such as Infor’s Workforce Management can ensure that employees aren’t congregating at time clocks needlessly.
Over Scheduling – So many companies over schedule not knowing if the demand requires they be there. This costs hundreds of thousands of dollars. Automated scheduling ensures that you never schedule for more than you need. Systems can even notify employees the night before that they are or aren’t needed the next day.
Labor Efficiency – Automated scheduling takes every bit of information into account. Skillset, certifications, proper number of resources, proper equipment, raw materials, production/sales volume and asset availability.
Realtime-Reporting – Workforce Management systems provide access to all of this great information in real-time. Executives, managers and employees can relevant labor information which they can act on.
Mobility – With the at-home workforce, mobility allows for employees to manage time and schedules from anywhere. Executives can also access and work with teams from their phones or tablets across multiple locations.

The goal of these solutions is to save costs while ensuring every employee knows exactly where to be when in the most efficient way possible. Thousands of hours are spent annually managing schedules in a manual shop. It’s pure cost that can be avoided with the proper deployment of an enterprise workforce management system. Not to mention they ensure you are compliant from a local, state and union perspective. If you start searching right now, you will find countless lawsuits employees have leveraged on their employers for not staying compliant with regard to labor laws and scheduling.

In closing, the small cost of the technology results in hundreds of thousands, if not millions in annual savings and adds a layer of protection for your teams.

Michael Brandt

SVP of Sales and Alliances, Invoium

Let's talk about your project.

Contact Us

Message

Our Contact

Email Address

info@inovium.com

Call Us

(808) 378-3264

Social Media

The post Workforce Planning and Scheduling in the New Social Distancing Landscape appeared first on Inovium.