It’s clear Workforce Management (WFM) systems help organisations maintain both a skilled and a productive workforce through various tools, under one ‘umbrella’. Everything from management of staff scheduling, labour management, and data collection. Through to managing leave, allocating tasks and analysing productivity.
However, there are a number of different WFM systems on offer to the market, so how can you decide which one is most appropriate for your needs? Here, we consider the key questions you need to consider when deciding on the right WFM system for your business.
1) Is an all-in-one system the right choice?
Traditional HR systems were built using separate legacy systems. One for payroll, another for managing leave, another for scheduling. This can cause integration conflicts, particularly if you want to export data and use it elsewhere. Not to mention multiplication of maintenance and upgrade processes. If your organisation experiences these problems, it’s probably time to go integrated.
2) How scalable is it?
Before choosing a WFM system, find out its scalability. If your organisation grows, particularly across regions, you need to be sure you can continue managing staff effectively. Here’s where a cloud-based WFM can be an effective option, saving you time and money on legacy infrastructure investment.
3) How good is the system on mobile devices?
Today’s mobile-first world and always-on culture means full mobile functionality is a must. You need a system that lets staff work remotely while giving real-time access to applications and data. You also need to check that the system offers some form of support for Operating System upgrades.
4) Is the system compliant with the national/international law?
When choosing a WFM system provider, find out what promises the vendor offers around compliance with national and international laws. GDPR is less than nine months away, and with it the potential threat of EUR20 million fines.
5) Ease of use
Of course, deploying a new WFM system isn’t just about the technology. It involves major work around organisational change. That means handing employees a system that’s user-friendly, robust and reliable. Ask the vendor to supply you with reviews from other clients, and find out how they go about supporting in-house IT to get things up and running.
In today’s disruptive era, any WFM system you adopt must be agile and responsive. So find out how upgrades are administered, and how they may impact your organisation. Do they happen in the background, on a continuous basis, with no noticeable effect on output? Or will there be downtime, affecting staff productivity?