Vibe HCM is cloud-based employee software designed with engagement at the core. Our focus is on easy to use, highly personalized technology that offers more than basic transaction automation. Vibe HCM is designed to recruit, manage, pay, connect and inspire employees. We consider it a compliment when people say our technology doesn't look like a typical HR system.
FinancialForce Human Capital Management (HCM) gives you the power to manage your entire workforce with one, comprehensive, cloud solution. The unique value of this solution is the power of the Salesforce platform which delivers native collaboration, global, social and mobile capabilities to your workforce and allows you to better communicate and engage. Now you can empower and retain your workforce while delivering valuable dashboards and reporting options to your business managers.
Reflexis Workforce Manager generates accurate labor budgets, forecasts, schedules, and reports, all while factoring in variables such as labor law compliance, employee skills and preferences, customer traffic patterns, and store workloads.With Reflexis Workforce Manager, retailers can mitigate the risk associated with labor scheduling and create real-time visibility into customer traffic patterns. By rapidly generating labor schedules and decreasing the time that store managers have to spend in front of a computer, Workforce Manager gives them that time back to train store associates and provide customers with a more positive and consistent experience.Popular add-ons include:Mobility - Allows the use of smartphones and tablets with Reflexis solutions Advanced Analytics and Reporting - Simplifies the process of analyzing trends and exceptions in store data to gain insight into current business practices
iSolved is an industry-leading human capital management technology that brings together the key workforce functions in one robust, easy-to-use platform. Payroll, HR, time and attendance, onboarding, ACA compliance, and benefits enrollment are all delivered from one solution, in the cloud, specifically built for the small-to-midsized employer.
Kronos offers workforce management and HCM capabilities through our Kronos Workforce Ready® solution and workforce management tools and services through our Workforce Dimensions™ solution. Kronos Workforce Ready provides a single unified platform for end-to-end HCM with recruiting, onboarding, core HR, training and development, benefits, performance management, compensation, succession planning, time and attendance, scheduling, labor activities, absence management, payroll, and labor analytics. Workforce Dimensions leverages the latest smart technologies to help organizations optimize their workforce for stronger business outcomes. Powered by the industry-first Kronos® D5 platform in the Google public cloud, Workforce Dimensions provides a robust API and integration framework, a flexible domain model, artificial intelligence, in-memory computing, and more.
People-Trak is a user-friendly, integrated HRMS that offers a complete package of core HR, strategic HR and workforce management applications. It includes personnel tracking, benefits administration, applicant tracking, employee evaluation, time attendance modules, and more.
Unify Your Entire Organization - With the power of Unified Talent Management, organizations can bring all phases of the employee lifecycle under one platform. Unified Talent Management delivers the single source of truth into an organization's entire workforce. Cornerstone OnDemand is the only truly unified system designed to enable comprehensive talent management, from a single, all-in-one platform. One data model. One login. One customer support team. One solution designed for success.
Five9 Workforce Management is hosted workforce scheduling software for Five9 Virtual Call Centers. With its advanced forecasting and scheduling tools, our workforce management solution optimizes your call center operations and workforce planning activities. And, it is the only WFM software that comes pre-integrated with Five9.With our hosted WFM and call center software, you get all the benefits of on-premise software, without the IT costs, delays or headaches.
ServiceMax delivers the future of field service, today. The only complete suite of cloud-based, collaborative and mobile field service applications, ServiceMax gives companies unprecedented capabilities in field service management to optimize operations and delight customers. Companies use ServiceMax to handle everything from contract entitlements to scheduling workforce optimization, to inventory parts logistics and real-time customer and partner portal access.
Our completely integrated Software-as-a-Service (SaaS) cloud-based suite of HRMS, Payroll Processing and Time Labor Management solutions, delivers innovation, productivity and control. All this, built within the framework of our proven dedicated service model, ensures our clients can efficiently manage their staff – from recruitment through retirement. Our scalability and flexibility allow us to create a solution that fits your needs today – and will grow with you as your needs change.
GoalsInSight 3 is a strategic workforce planning and analytics solution leveraging a “Business First” design philosophy that goes beyond discovering metrics and visualizing analytics. InSight 3 guides business executives to the root cause of workforce performance issues so they can plan accordingly and make strategic adjustments to improve productivity.
Aspect® Workforce Management system provides comprehensive planning and tracking across customer service, collections and back office organizations.?Aspect Workforce Management Software delivers seamless enterprise engagement through advanced forecasting, scheduling, tracking, adherence monitoring, and seat planning capabilities.
Astea, Mobile service and workforce management software is an ideal solution for equipment service companies who want to automate daily tasks and eliminate manual inefficiencies and paperwork. When paired with wireless technology like smart phones, handheld computers and laptops, mobile workforce management software enables field service technicians to be more efficient, complete more work orders in a day and provide all necessary data to back office administrators instantly.
If you manage a distributed workforce, you already know that conventional time and attendance systems are not a good match for you. They require you to conform to a rigid framework, one designed for less-complex labor environments. It’s like jamming a square peg in a round hole. It doesn't fit well. BlueforceTM is different. Our time and labor management system is designed specifically for complex labor environments. Above all, it’s flexible. You don’t have to conform to fit Blueforce, because it conforms to fit you.
ClientTrack online software can help Workforce Service organizations improve their ability to meet the needs of employers, job-seekers, and entire communities. The flexible ClientTrack platform is engineered to collaborate with multiple organizations and different systems. Advanced reporting features allow program managers to track job seekers, programs, trainings, and referrals. Built-in graphs and charts can be used to showcase outcomes to stakeholders in the community.
This web-enabled software simplifies the complex task of forecasting and scheduling, provides performance management and eLearning capabilities, and eliminates the expense and administrative burden of thick-client solutions. With inContact Workforce Management, you can reduce costs by staffing appropriately to meet your workload, drive business growth and operational excellence, and improve employee effectiveness and retention.
Infor Workforce Management is a comprehensive solution that aligns labor management with corporate strategy. Integrated modules address forecasting and budgeting, scheduling, time and attendance, performance management, and compliance, streamlining processes to increase efficiency while encouraging employees to focus on activities that generate more value.
JDA Workforce Management solutions help retail companies automate and optimize labor planning and forecasting, budgeting, scheduling, task management and performance reporting to drive revenue and customer service. Mobility applications untether the workforce by empowering associates with the knowledge and tools they need to better perform their jobs, interact more effectively with customers, and communicate from the floor or remote locations.
Contact center forecasting and scheduling has never been easier and more affordable Monet WFM is an affordable and easy to use call center forecasting and employee scheduling software solution which includes ACD integration, real-time agent adherence, intra-day management and agent-supervisor collaboration. Call centers will start improving service levels and reducing center costs without the upfront expenses and IT requirements of traditional workforce management software or the limitations of scheduling spreadsheets.
Workforce professionals have made NICE IEX the top choice for over 20 years, because building top-notch capabilities is what we do. Solution depth and configurability delivers highly tuned forecasts and schedules, and automates processes to free you to focus on higher value activities. Simple end user interfaces make it easy for every employee to 'own' their schedule and their performance.
Pipkins understands that details matter with every contact. Pipkins' premier product, Vantage Point, uniquely handles every contact that comes into organizations, including calls, chat, e-mail, and back office work items. Pipkins utilizes its own state-of-the-art algorithms developed by founder, Dr. James Pipkins. Vantage Point is simply the most accurate forecasting product on the market, enabling companies to solve complex operational issues in today's multi-faceted enterprise workforce management environments.
AgentTime now provides an affordable and realistic off-the-shelf call center scheduling solution. An intuitive user interface allows the call center manager to create optimum weekly schedules, and to easily modify them based on personal knowledge and ongoing day-to-day changes in operations. A key goal in the design of AgentTime has been to make sure the user is not locked into blindly accepting any given schedule created by the system.
The Reflexis StorePulse™ platform (patent pending) enables retailers to sense key events and trends happening inside and outside stores and intelligently redirects store associates to provide exceptional customer service. Reflexis StorePulse™ uses real-time data from any source, analyzes it, and sends alerts with appropriate follow-up actions to the right corporate or store employee. It also provides a single interface on mobile devices for managers to view their alerts and tasks coming from a variety of applications.
Community leverages cutting edge technology and a unique, innovative feature set to increase the level and consistency of customer service while controlling the cost of providing that service. While setting a new standard for ease of use, through intuitive and customizable features, Community enables your team to interact and collaborate while executing your unique workforce management strategy.
USAN’s Workforce Management enables you to increase efficiency, reduce costs, and maximize your contact center’s effectiveness to help drive performance at every level of your customer service, collections, or sales and telemarketing operations. USAN Workforce Management leverages software that is the leader in optimizing today’s contact center workforce performance—ensuring that you have the right staff, with the right skills at the right time.
EmpCenter helps large employers track employee hours and absences, assign tasks, manage schedules, streamline labor law compliance, and mitigate the risk of employee fatigue. But that’s just the start.With EmpCenter, you’re able to tackle more strategic workforce management goals—like controlling labor costs through eliminating unearned absences, minimizing unplanned overtime, and increasing productivity by optimizing schedules and labor.
We built iSolved TimeForce time and attendance software for companies big enough to need a feature rich time tracking solution, but who don’t have the large IT staffs and resources of the enterprise size company. TimeForce is the perfect fit for companies with about 50 employees up to 1000. Born in the cloud, TimeForce deploys quickly and it also scales with you, so as you grow, our solution grows with you. Add on payroll services and HR, or COBRA administration all from the same source, Infinisource.
HBS designed the ecotime® application to be the most powerful and flexible workforce management system available. ecotime® utilizes both industry-wide best practices and the most advanced technologies available. ecotime® is fully scalable — the same applications are used for companies as small as 39 employees and as large as 250,000 employees, allowing the system to grow with your organization — and is currently implemented in more than 1,000 companies.
Workforce Management not only addresses costs; it also improves productivity, service quality and staff satisfaction at the same time. This results in sustainably productive working environments, the optimal preconditions for companies with a promising future.
Effectively managing a workforce of any size requires tight controls and policies be in place to avoid lost time and productivity. An integral part of this solution is having the right solution in place to track time, absences, and properly schedule your labor. Oracle's workforce management solutions allow you to forecast labor and workload demand, define and assign schedules to meet business objectives, capture time worked, absences and other labor data, track adherence to schedules and productivity, and adhere to labor laws and pay rules.
Empower harnesses an industry-standard, innovative and cutting-edge technology, coupled with unique design and programming techniques, to offer a robust, efficient, effective and flexible suite of integrated browser-based HR software services and solutions. Paired together according to your needs, our products create the complete package of human resources software and services which enable you to effectively recruit, retain, manage, schedule, and pay employees.
Store managers use SAP Workforce Management (WFM) to plan, create, and maintain employee schedules. The process starts by defining your organization business variables and your locations; adding the employees you want to schedule for each location; and identifying the drivers which determine the levels of work necessary to complete each task at a location, including actual sales and traffic data.
Workforce Management Software Buyer’s Guide
Workforce management (WFM) software helps human resource (HR) practitioners handle employee time and attendance, employee scheduling, workforce planning and optimization. It is designed for organizations who hire a significant number of hourly workers and who are focused on the successful management of their employees. But WFM has acquired increasing importance as a strategic partner in assisting companies deal with a top business challenge in an economy (both national and global) that is increasingly not able to provide enough people to fill jobs. And this battle for new recruits happens across all industries.
According to the Society for Human Resource Management (SHRM), late 2015 was the most difficult hiring period in four years. This report also goes on to say that both the manufacturing and services sectors are having a harder time recruiting people today than during the mid-2000s. From industry leaders to small business owners, all businesses are confronted by the same challenge - the ability to anticipate and respond to changing workforce needs and market demands, and allocating resources effectively. Business success depends on a high-quality workforce, and these challenges have a direct influence on organizations’ competitiveness in today’s and future markets.
Workforce management software is found in the sub-category of Human Capital Management and alternative resources for people searching for Workforce Management include employee / staff scheduling, call/contact centers, talent management and HRM systems.
Workforce Management Software - Its Role Within an Organization
Workforce management can be described as the balancing of the different objectives, simultaneously at work within an organization. Often, the demands of customers, employees, and management can appear, on the surface, to have competing interests. Customers expect quality service levels and staff availability; employees want job satisfaction and work-life balance; and management demands efficient, profitable and sustainable operations. However, these interests when balanced with appropriate processes and progressive management operations can lead to exceptional customer service, motivated employees, and productive and efficient operations. This is what WFM can offer to organizations who must find a creative and effective way to harmonize the different challenges that organizations with large workforces must contend with.
The raison d’etre of WFM probably started with the necessity for keeping track of employees’ worked time in order to provide accurate salary information. Forms of time tracking have existed throughout human history but they became of critical importance with the industrial revolution and the mass mobilization of workers. Standardized work practices brought about by the industrialization of the work world required that both employees and employers have accurate data at pay time. In the event of disputes, this data provided invaluable evidence to reach settlements.
However, the early forms of time tracking involved pen and paper and were inevitably prone to time record-keeping errors. Improvements were introduced; one of these was the mechanical time clock, which provided increased accuracy but was not foolproof. ‘Buddy-punching’ was one of the ‘creative’ ways the system could be corrupted by employees. The advent of the information age has automated the workforce management process, in large part, and applicable software allows for the creation of very sophisticated time tracking systems, which work towards eliminating more and more inaccuracies.
The introduction of automated practices to workforce management was not only beneficial for time-tracking and accurate salary payments but contributed, in great part, to many workplace optimization solutions, such as labor practices. Labor is usually the largest, or one of the largest cost contributors in an organization with a large number of employees. WFM solutions provide management the tools to optimize workforce practices by targeting specific challenges that may arise. For example, if Christmas is a peak business period for your company, forecasting is one of those tools that can be used to anticipate incoming volume by referring to historical data. If your previous Christmas period required 150 additional employees to cover the increased volume, this information gives you a pretty good idea of how to plan your staffing demands for that period.
But staffing is a far more complicated issue than it may appear to be on the surface. Compliance and regulatory issues are a very important consideration when dealing with employees. Ensuring that they are given full access to all their legal employment rights is one of the biggest obligations that organizations have with respect to their workforce, and WFM software is an effective tool to achieving this obligation.
These are just some of the concerns and benefits that are covered by many of the optimization strategies that are available to organizations with large employee bases that must continue to control costs without impacting service and productivity.
Below is a discussion on some of the more prominent core features available in a WFM solution.
Core Features of a Workforce Management Solution
The workforce management software solutions market does not have as many players as other best of breed software markets. One of the reasons for this is pretty simple: workforce management capabilities are obligated to keep up with all new and amending legislation that impacts employee work-related issues in order to remain relevant and effective. This is a complex and specialized area within the workforce management set of practices and demands a considerable level of commitment by the vendors to maintain their level of industry expertise. This is an important reality to consider when you enter the buyer’s market. While there are fewer vendors to consider, the selection process you should engage in as a buyer is the same. At the top of the list of options should be those priorities that make sense and are beneficial for your organization. at the same time allow organizations to keep records that comply with past laws. Especially in this market where industry specialization and in-depth knowledge is critical, vendors should be carefully vetted for their level of understanding of your industry and their willingness to provide you with the necessary assistance should circumstances require it. The selection process for this software will require more than ever that as a buyer you are equipped and ready to articulate your company’s needs and, most importantly, evaluate which solution is best equipped to support your short and long-term priorities.
Time and attendance enables organizations to collect and track time worked by each employee. A good workforce time and attendance application should be able to accomplish both the simple and the more challenging requests that surface in a workforce setting. Companies should be able to apply union rules, labor laws, as well as company specific policies to calculate pay. Managers must be able to monitor who comes in and out of the workplace, as well as the specific location where employees are working, in real time. Additionally, managers receiving alerts for work items that require their attention should receive them with sufficient time to implement an action. For example, when an employee approaches overtime, the supervisor or manager has the time to make a decision about whether they would like the employee to work extra time or not. A good time and attendance application should be able to calculate the cost of an overtime request accurately by taking into account overtime rules.
The following are some of the more focal features that time and attendance applications cover:
Integration with payroll, which is essentially the ability for time data to flow directly into payroll for salary calculation.
The ability for employees to report a missed punch and for supervisors to receive an alert for an approval.
Employee time and attendance records should incorporate company policy with regard to overall employee attendance behavior, and provide data for issues such as tardiness, breaks, etc.
Data that is collected from time and attendance records can be useful to managers to incentivize employees who may need some attention. to positive
Time Clocks have come a long way from the manual in and out punch card. Software-based time clocks collect and store employee time and attendance digitally, eliminating paper timesheets and timecards. Digital time clock software enables supervisors to perform edits, create reports from collected data, and digitally export time data to most payroll providers. Digital time clocks offer a variety of models: swipe card, biometric and proximity time, and mobile device punching with or without geofencing, etc.
Leave management has the potential to be a heavy administrative challenge for managers and HR departments. Leave management applications automate many of the processes required to manage all aspects of employee leave policies and practices and ensuring your organization’s compliance with existing and changing regulations. These tools track and manage all tasks involved with administering a leave, including reporting, documentation, due date for leave, and all details from start to finish. The compliance aspect of leave administration is particularly important because of the number of local and national rules that impact this employee benefit. The software’s ability to stay current with new and changing regulations is provided by the software’s updating services. These regulations can originate not only from government sources, but from the organization’s internal policies and, if applicable, union collective bargaining. Not being in compliance with the numerous rules and regulations can introduce a significant risk for companies. This risk comes in the form of legal battles, back pay with accrued interest and fines and the possibility for government audits. The types of leaves we are talking about include vacation, family leaves, bereavement leaves, compassionate leaves, sick leaves, maternity and paternity leaves, and (believe it or not) garden leaves. This is time off to work in the garden.
Needless to say, the more recent trend in both public and private labor legislation has been towards greater security and protection for employees. This development increases the complexity and the cost for employers, making the need for software in this area much more important.
Online employee scheduling is a valuable tool that provides management with the data required to make intelligent decisions that involve the optimal scheduling of employees within an organization. The scheduling of employees can become complicated if management must respond to the unique demands of multiple locations, ensuring adequate work coverage, and to avoid over or under-staffing. Optimizing the scheduling can positively impact costs and the use of resources to their fullest potential.
Some of the more important feature functions of this tool include the following:
Accurate forecasting - this facilitates having the right number of employees for each and every shift, on every day throughout the year.
Collaborative scheduling - this was put in place for the benefit of employees. This application can be used by employees to have a measure of control over their work lives. They can edit and set their work preferences, thereby resulting in a better work-life balance and consistency in their schedules.
Workforce planning is a core function of WFM and can be thought of as a business process that identifies and analyses an organization’s needs in terms of size, type, and quality of workforce. It is a continual process that strives to align the needs and priorities of the organization with those of its workforce. This process is also a prime generator of business intelligence that can be used to examine the impact of internal and external factors on the organization.
Workforce scheduling is a tool that assists managers/supervisors plan and execute intelligent work schedules that will focus on all interests of an organization - controlling labor costs, enforcing compliance regulations and improving productivity.
Labor scheduling is tasked with predicting labor demands over a specified period of time. Managers/supervisors, who are responsible for this task, are better at estimating the correct number of employees needed to cover a week or even a month, but are less capable of forecasting by shift or hour for any given day. Making ‘best-guess’ forecasts can create costly overstaffing or loss of business due to understaffing. A labor forecasting solution uniquely helps managers/supervisors accurately predict sales and labor needs within very small increments of time, i.e. every 15 minutes on a daily basis. Forecasts are based on a range of metrics, such as sales, transactions, customers served, and units sold, which, in turn, can be analysed to forecast business volume across each day, down to the 15 minute interval.
This degree of precision contributes greatly to reaching your organization’s goals and workforce optimization.
Given the pace of change within industries and organizations and the continuing pressure on labor markets to be more competitive, and respond to global pressures, workforce planning and scheduling is and will continue to be an important priority.
In order for HR to continue to have a relevant and credible voice for strategic planning in an organization, workforce planning models must be based on accurate data and analytics, supported by a strong and effective WFM system.
Workforce optimization focuses on continually improving the customer experience. It accomplishes this important goal by ensuring that all aspects of the customer experience are assessed and optimized. For example, it examines issues like what processes can be automated? How to make key data more available and accessible to support better decision-making by management? How do we ensure that compliance issues, related to employees, are strictly adhered to?
But closely linked to this objective is the flip side of customer experience, and that is improving workforce performance and productivity.
The insight gained from monitoring the workday as a process can help you improve the efficiency of labor productivity, which in turn contributes to the lowering or the maintaining of labor costs.
An effective workforce optimization process not only manages employee performance, but, in so doing, exposes the positive link between operational efficiency and the customer experience.
Fatigue management has probably been around for some time in the workplace, but, only recently, has been the subject of comprehensive research and studies. Numerous recent studies have shown mounting rates of employee fatigue and most studies indicate that fatigue has become a larger problem in recent years.
These findings are not surprising given the current conditions of our global economic marketplace - the rate of technological change and the level of competition within a global marketplace.
Two important initial considerations that begin the process to minimize the risk for your employees and your organization are: firstly, identifying the sources of fatigue and secondly, monitoring and managing fatigue.
Identifying the sources of fatigue will inevitably involve an audit and a review process of all aspects of job types, including shift patterns, special tasks involved in a job category, with the goal of identifying specific sources of fatigue and an individual employee's’ fitness for a particular job.
Monitoring and managing fatigue examines data from activities like hours worked, tasks performed, breaks taken, and time-off scheduled. The data from all these factors are then compared against a ‘fatigue classification’ prepared for all employees. This should enable management to identify ‘at risk’ employees and making the necessary scheduling or staffing changes.
This software will hopefully set in motion a process that identifies work patterns and conditions that create fatigue.These are challenging responsibilities for your organization, but critical enough to direct the necessary attention and resources.
Labor analytics are essentially a compilation of all the labor data about your employees that has been extracted from the multiple applications at work within the WFM ecosystem. Examples of this data include amount of overtime, absenteeism, schedules, productivity, and more.
This is critical data that allows your organization to analyze and refine WFM activities, but without the ability to analyze and act on this information in a timely and meaningful manner, most of the benefits are lost. An analytics tool, as part of the larger WFM package, becomes essential for transforming the data into actual policy. This tool also functions as an important source of information in a larger conversation concerning financial objectives for your organization. WFM systems, which are principally focused on the effective management of an organization’s talent resource, provide the data to harness all the information and analyses that will improve and fine-tune business planning and WFM activities.
How to Effectively Assess WFM Vendors
Assessing individual vendors for the purpose of selecting the best WFM software for your organization does not differ too greatly (if at all) to the processes used for all software selection. The beginning of the process is always in house, with a close examination of your organization’s unique WFM needs. There may be many similarities across industry, but no two organizations are exactly alike. You can make those differences work for you by focusing on what is unique in your circumstance and ensuring that those priorities are covered. This approach has a greater opportunity of meeting your needs and producing a successful conclusion than many others.
The next step will include direct engagement with vendors. Your selection team has hopefully come up with a group of vendors that will form part of your final selection pool. But before taking this step, the following points should be individually considered by your team before moving onto the next step of vendor engagement. These steps, taken together, can be looked at as a decision-making process for vendors:
Ensure the vendor’s solvency, as you will want to ensure that they will be in business for a while. Much of the content that they provide with the software is legal in nature and will require ongoing updating to ensure it is relevant.
The vendor’s knowledge of your particular industry is crucial; software configurations are industry specific, therefore vendors must be well versed on industry regulations, best practices, legal requirements, and union regulations.
A vendor should offer a significant level of service and support post purchase. Organizations with large bodies of employees have serious responsibilities to their employees. If your payroll data has errors and cannot be submitted for processing, your vendor must be prepared to step in and resolve the problem.
Make sure you have obtained and verified vendor references that are specific to your industry before seriously considering a business relationship with that vendor.
The principal players in the WFM software market are Kronos, Workforce Software and Ceridian. When you have finally agreed upon a selection of vendors to choose from, it is a good strategy to include at least one of the three major players in the group. These 3 vendors offer the best of breed in this market and their inclusion in the group would fulfill an important function for benchmarking purposes.
Finally, this software is expensive and the implementation process is both time consuming and fairly complex. This is an investment that will be in place for a significant length of time, hence the importance to take your time to choose wisely. Furthermore, most WFM solutions are delivered as cloud-based software, purchased and installed in a phased ‘as needed’ approach.
Some Final Words on Your Decision-Making Process
A sound and competent decision-making process for software selection should always precede the final step - the purchase. This is true for all software investments, but it is especially true for software systems that are very complex to build and maintain, require a vast knowledge, by industry, of the laws and regulations that govern employee labor rights and regulations. This reality usually impacts things like the price of the software and the number of vendors available to choose from. This is certainly true of WFM software. This software offering automates a broad range of labor-tracking activities (among other activities) that focus on optimizing business practices. But WFM also provides very critical support for compliance with the multitude of labor and leave laws that impact organizations today. Labor law compliance affects every US business (except those with fewer than 50 employees) and these laws are issued from both the state and federal level. Additionally, there are a large number of overlapping workplace regulations to add to this mix. Maintenance of this body of laws and regulations can be daunting, especially if we factor in all the amendments that are required to ensure they are up-to-date.
The take-away from this description is simple - come well prepared to tackle the selection/decision-making process. The importance of understanding what aspects of the WFM system are a must-have and which carry a lower priority for your unique requirements cannot be overstated. This exercise should enable you to come up with vendors on a short list that will receive further consideration. When ready, vendors should be invited to begin a presentation of their offering.
This stage of the process will not be easy. Vendors have many resources at their disposal to create very slick presentations that may not focus on your specific needs. This is the time to clarify your needs and business processes.
To keep up with the pace of information you will need to absorb, SelectHub offers some helpful tools. When scoring vendors throughout the sales cycle, SelectHub’s scorecards will make the job easier. There is a lot of information to organize, including keeping track of detailed notes that complement the quantitative assessments.
At the end of the process and with as much data as possible to review, gather your selection team and come up with the best analysis possible to reach the best decision possible.
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