We like to talk about workforce management a lot here at HCM Essentials, and for good reason; workforce productivity is the basic metric all successful companies track in order to determine the impact of their human capital on organizational performance. In order to show how successful your HCM programs are, you need a way to measure your workforce. That’s where workforce management comes in.

But what does the phrase “workforce management” really mean? It’s most basic definition is this: the group of business processes that organizations use to manage and govern their employees and their productivity. That doesn’t really clear it up, does it? Here are the most common business practices that comprise workforce management:

Time and Attendance

The process of monitoring and collating the time that an employee is at work and/or what job they are doing.

Employee Time/Time Clock Management

Managing the actual process of “punching in and out” of a location or job.

Absence Management

Tracking employee absences both planned and unscheduled.

Schedule Management

Providing optimal labor coverage for every shift.

Labor Analytics

The process of collating and analyzing data labor data for trends and lost opportunities.

Labor Forecasting

The process of attempting to predict number and types of labor needed based on historical information.

While the processes might be translatable across industries, the ways in which your organization defines successful productivity will be tailored to your industry and specific set of circumstances, as should your strategies for managing your workforce. Need some ideas on the best ways to do that? Check out this report: “Productivity: Managing and Measuring a Workforce.”

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