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Welcome to the Institute for Human Resources - Workforce Management.
Will this be the first virtual event you have attended? Have you participated within the Workforce Management Institute? Are you currently a certified HR professional?
Regardless of a yes or no answer you should definitely join Peter Broderick, Vice President, Educational Services & Service Business Development from Kronos Incorporated and Amy Ylitalo, Community Facilitator for HR.com’s Institute for Human Resources Workforce Management as they take a look at the Institute and the educational curriculum for 2012. During this short, 20-minute session Peter and Amy will review what Workforce Management actually is, what the Institute for Human Resources program includes, how and why you should become certified, and our accomplishments from last year.
Throughout this session Peter and Amy will:
• Introduce the Advisory Board and their roles
• Introduce you to the Institute and the Certification program available
• Help you become an expert in Workforce Management
• Offer an opportunity for YOU to host an educational session and educate your peers
• Learn why this Institute is important to the Workforce Management Industry and how you can contribute to its success
If you are new to the Institute for Workforce Management or if you are new to the Workforce Management industry this introductory session will cover not only our past accomplishments and curriculum but also explain why you should continue to participate, get involved and be a part of this community.
For those with questions regarding the Institute and its content this is your chance to share your ideas and further your understanding.
New advances in technology result in employees expecting more flexibility, information and empowerment. Is your organization ready to meet these demands? Will your Workforce Management solutions stand up to the challenges coming your way?
In this one-hour seminar, we'll analyze the issues that 'the wave of the future' causes. We'll help employers understand and evaluate the why. Why today's employees expect more flexibility with work hours and locations. Why your organization should consider embracing technological advances as an advantageous method of progressing your company’s culture. Why employers must accept ongoing changes and adopt new managerial practices.
Then, we'll analyze the how. How to manage your employees effectively while still entrusting them with the ‘loose reigns’ they demand. How to integrate the most effective Workforce Management solutions for your organization. How to comply with the increasing, ever more burdensome, legal regulations imposed by the Department of Labor, Wage and Hour enforcement divisions.
Realizing and understanding your organization’s culture is the first step to ensuring continued prosperity. Accepting change is not always easy, but the more informed and prepared the organization is of its employees’ needs the more likely the organization will successfully overcome resistance to change. This seminar will help you determine your perfect recipe for positive progress: combining new technologies and policies that fit with your company culture.
Both the legal and HR perspectives are provided in this session courtesy of two accomplished workforce management professionals: Professor Joe Markert, a member of the faculty at Rutgers University Business School since 1969 and Somer V. Jefferiss, Esq., PHR, a Legal and Labor Consultant.
At the end of this session you will have a better understanding of how to lead workforce management efforts at your organization in 2012 and beyond.
Mobility in Workforce Management if deployed strategically can extend far beyond the expected result of simply mobilizing your scheduling or time and attendance system. With a strategic deployment the data, devices and channels can be leveraged to capture efficiencies across the entire organization and operation. The converging nature of mobility is proving to be game changing for leading organizations around the globe. The session will focus on how the short term mobile needs of your workforce management systems can be achieved while really focusing an eye on longer term benefits and opportunities.
A mobile platform allows your organization to extend it infrastructure. By being able to connect several systems into one mobile platform, your employees have access to all data through one single mobile app to do their job.
An easy way to demonstrate a quick return on investment is by mobilizing the workforce functions. By empowering employees with the right data at the right time, organizations can see a wide range of benefits from:
• Improved productivity
• Improved staffing coverage
• Improved employee satisfaction
• Reduced churn rates
• Improved revenues
• Lower operating costs
With the same mobile platform your organization can mobilize the rest of the enterprise such as operational procedures and policies.
The webinar will cover customer case studies, return on investment with deploying mobile workforce management, how to build a business case to get funding, device management, mobile best practices and lastly change management and user acceptance of using mobile to manage new processes.
Regardless if your organization is a 10 person company or a global organization with tens of thousands of employees, mobilizing your processes will transform your business.
Workforce management is trickier and more demanding than ever before in history. The reasons why are plentiful, but some of the most compelling center on such issues as government regulations, negotiated work rules, and increased high stakes impact of noncompliance. Failure to comply with those requirements not only is unacceptable, but also carries a steep burden on commercial enterprises and government employers for noncompliance. As a result of noncompliance, employers face financial penalties, time-consuming legal proceedings, management distractions, and loss of brand reputation.
Labor Department changes, along with the growing complexity of collective bargaining agreements, are adding new challenges for employers. Workforce Management (WFM) solutions must do more to help employers reduce risk and cut workforce-related costs.
Organizations need to take note of recent stepped-up efforts by the US Department of Labor—from opening new offices and hiring new people to go after employers to make sure they’re paying employees correctly, to assisting employees in learning how to file suits, and eliminating opinion letters. Let’s face it, there is no more “get-out-of-jail-free card.”
Today, the burden is on you, as the employer, to decide if you’ve correctly understood and interpreted various labor laws, and to make sure your employee records are as unimpeachable as possible.
Join us to find out how to lower your compliance risk while you improve your bottom line—with workforce management.
See a live demonstration and learn how to:
o View real-time, actionable alerts.
o Maintain ever-changing pay rules.
o Deploy best-practice procedures to ensure compliance
Gain insights into how to use workforce management to help you ensure legal standards are met, and how your labor standards meet compliance rules, all while continuing to drive profitability.
Infor10 WFM (Workbrain) helps automate and standardize your time and labor processes, helping you enhance profitability by reducing costs, boosting customer and employee satisfaction, and adapting to changing conditions on the fly. www.infor.com
Think of a small company
Think about the advantage they have in managing a small workforce. Small business owners can see time off requests. They know when employees take long breaks, punch in too early or late, abuse rounding rules or work excessive overtime. They can easily adjust staffing – expanding up during peak times, lowering employee hours during quiet times – to maximize profits and increase employee satisfaction.
Now think about this same company as it grows
Think about all of the new challenges as the staff expands and new retail locations and hospital units are built. It will get harder and harder to maintain visibility and control over their most expensive asset – people. They must standardize practices, meet changing and complex compliance rules, schedule the highest skilled employees at the right time and right place, and empower managers to make good decisions that impact the corporate financial goals, increase customer satisfaction, and reduce employee turnover.
Analytics and Performance Improvement
There is a goldmine of historical Workforce Management Time and Attendance, Scheduling, Absenteeism, and labor data that if properly analyzed, trended, and executed through the right data model can result in enormous improvement opportunities and reduced risk to your organization.
Most organizations today use cumbersome and confusing reports to try and build a story of why, where, and what your root Workforce Management challenges are. When compliance issues are identified and resolved, the risk of extensive and costly litigation is significantly reduced, paying people correctly is mandatory.
Analytics can help uncover hundreds of thousands and even millions of dollars in unnecessary and costly labor dollars, empower managers, and provides deep insight into where to focus your future operations and HR efforts.
In this webinar we will focus on key questions to consider regarding Workforce Management empowerment and success and how Analytics and Performance Improvement can drive better overall productivity.
The Internet has created a sea of opportunities to work more efficiently by sharing resources and exchanging information across vast distances in seconds through web-based software.
Web-based software delivered over the Internet helps business personnel collaborate more effectively by providing universally available tools that help organizations expand how and when work gets done.
This presentation looks at software as a service, or SaaS, in its true form and how that compares to other methods of delivering software both over the Internet and through on-premise installations. The discussion looks at what SaaS does and does not do. It covers the benefits to the end user and defines and discusses the terms used to describe it, such as multi-tenant, dynamic billing, zero-impact updates, scalability and anywhere, anytime access. Other benefits discussed include: quicker implementation, better technical support and a universal and continually up to date solution.
There are some things SaaS does not do and some things that are challenging to do. The discussion of the cons of SaaS is designed to help the participant understand all the factors to be considered when evaluating a SaaS solution and if those factors are must haves or can be worked around.
For human resource personnel, the discussion will look at opportunities to help shift workload from themselves to supervisors and employees through self-service functionality. Electronically gathered and stored information can help organizations effectively manage their workforce, provide a readily available, easily discoverable employee record to help comply with the requirements of local, state and federal labor laws and help mitigate the risk of wage and hour lawsuits.
The inventor of HD Forecasting and HD WFM discusses the events that lead to the formulation of the vision for HD planning and describes the differences that allow call centers to achieve break-through improvements when switching from legacy methods to the high definition model. The audience will see examples of call centers in distress and how specific interval based distortions got them there.
The speaker will de-mystify the Erlang method so that non-statisticians can easily understands its origins and how the age-old limitations are easily overcome.
This is a session for call center strategists who want to equip themselves to move any call center past its current dilemmas and on to the edge of efficiency. The inventor of HD Forecasting and HD WFM discusses the events that lead to the formulation of the vision for HD planning and describes the differences that allow call centers to achieve break-through improvements when switching from legacy methods to the high definition model. The audience will learn how to identify where their own call center’s effectiveness may be undermined and how to turn the page.
Before and after pictures of call centers that migrated from legacy methods to HD methods are shown and the modernization process is discussed.
The speaker also illustrates how reliance on interval based performance measures can produce flawed call center strategies, diminished revenue and escalation of costs. The concept of capacity based measurement risks are introduced and explained.
Opportunities to simultaneously improve service levels, wait times, talk times, labor productivity, customer happiness, agent satisfaction, revenue and profitability are discussed and illustrated through real life data and success stories.
Whether you are seeking new efficiencies or currently believe your call center is operating at peak efficiency, this session is an eye-opening exposé on what to do and what not to do when reaching for the top.
Time & Attendance, Labor Scheduling and Absence Management systems (Workforce Management) have been around for many years, from the earliest MS Dos based systems (remember them), to Windows and Web to the latest Cloud/SaaS and Mobile platforms.
This informative webinar will investigate what the actual benefits of installing a Workforce Management Solution will be. We’ll tackle some of the occurring questions such as is it worth the hassle to change or update your existing system and we’ll also explore what the additional savings will be in the upgrading from an earlier legacy system.
Learn how a 5th generation workforce management solution can:
• Reduce overheads: enable more strategic ventures
• Make better decisions, faster and improve productivity
• Drive higher levels of employee performance
• Optimise your existing workforce
• Accurately manage and measure the cost of workforce activities
This seminar will also review the very latest in Workforce Management Solutions and how by leveraging all the tools and technology available today, modern WFM solutions can deliver benefits for both the employer "and" employee and provide a true platform for efficiency and future growth. Employee time is one of your company’s most valuable and costly resources. Knowledge of employee time results in faster decision making, improved scheduling and better labor cost management, making your company even more productive and competitive.
With over 20 years’ experience in the software industry, Andrew is recognised as an expert and innovator in the workforce management arena and is invited to speak regularly at conferences and events globally. Andrew’s focus is on delivering companies exceptionally user-friendly, comprehensive and optimised solutions. Softworks is founded on the principle that organisations can deliver greater flexibility in terms of labour demand to meet the needs of both the employer and the employee.
This session will focus on absence management in the workforce today. Proper absence management is key to helping organizations maintain the highest levels of productivity, minimize the total cost of labor, and ensure compliance with constantly changing Federal and State leave management legislation. There are several absence management best practices that can, and should, be used to help organizations achieve these goals.
Effective absence management starts with the proper calculation and allotment of benefit accruals. Automating this process eliminates the risk of manual calculation errors and provides employees accurate information on available benefit days. To take this a step further, moving the leave request and approval process from manual to electronic makes the leave request process more efficient and provides transparency for employees and managers on available leave days. Managers and employees have the visibility into current account balances, future accruals, historical time taken off, and can receive notifications throughout the approval process.
With growing regulation of Federal and State leave compliance, it is imperative that organizations begin to centralize their case management processes and integrate them with leave management. Tracking FMLA and State Leave cases electronically brings leave management into a centralized location, allowing employees to take the appropriate time off, whether that is FMLA, Vacation, or Sick time. It allows for the tracking of case and period thresholds and makes sure leave time is allocated and used appropriately. Through the use of notifications, managers and administrators can monitor absences in real-time and regain control of the absence management process.
In this session, we will focus on absence management best practices and common tools to help you manage employee leave, increase transparency, and maintain compliance with common leave management policies.
No one likes to do time entry; That is no surprise. As painful as it is, logging time is a business necessity because not only does it provide the basis for paying employees for their work, it is also the method by which organizations can understand the cost and productivity of their employees and improve their business.
Times are changing and major technology advances like the cloud and mobile devices are transforming how organizations track employee time to make it easy and ubiquitous. In this session, you will learn how emerging technologies are re-inventing traditional way that we think about time capture to make it effortless for employees.
Mobile devices have already started to make time entry possible from virtually anywhere and there are great advances to be made in that area… but that’s only the beginning. Mobile devices work great for professional salaried employees, but what about hourly employees who still depend on traditional punch clocks?
Punch clocks have long been considered an “innovation dead-zone”, with little advances made in the last three decades. This area is ripe for disruption: Can you imagine if your punch clocks turned into a virtual HR service kiosk? Can punch clocks be relevant to salaried employees too? What about for small organizations who historically haven’t been able to afford this technology?
As we look into the future, we’ll also explore how other technologies can be leveraged to make time entry more automatic and ubiquitous. How can technologies like GPS systems and new concepts like automated intelligent data analysis play a role in time capture?
Join us for an exciting session that will push the limits of what we consider traditional time capture.
Have you done everything you can to prevent against surprises in the world of wage and hour issues? Wage and hour issues were challenging enough before our beloved smart phones began calculating supposed wage and hour pay losses for employees. This interactive presentation will assist you in avoiding the most common wage and hour pitfalls. In it, we will discuss the trickiest areas of the wage and hour world, innovative approaches to compliance and any questions you have about wage and hour issues.
The wage and topics we will cover are of a broad scope. Do you need to know more about minimum wage and overtime rules? Are you doing all you need to do with respect to recordkeeping? Are your employees properly compensated for meal and rest periods? Is your compensatory time system appropriate in the eyes of the law? Are you properly calculating overtime pay for your employees? Do you comply with your state's final paycheck rules? Are employees properly paid under the travel and commuting time rules? Do you have concerns about off-the-clock activities? Is your company properly taking pay deductions? Is it possible that any of your employees misclassified as exempt from overtime pay? Then this is the presentation for you, as each of these most difficult aspects of wage and hour legal compliance will be covered.
The presentation will be interactive, permitting a live exchange between you and the speaker. Please come prepared with questions and an inquiring mind. You may feel free to interject in the online format provided by HR.com. Don't miss this "can't miss" presentation!
Learn how Veterans Affairs Canada turned the page on 5 years of long wait times for customers and realized unprecedented overnight successes in the areas of service levels, accessibly, talk times, absenteeism and more. Veterans Affairs operated a 450 agent multi skill, call center across seven cities. Veterans Affairs achieved the equivalent of a 25% staffing increase without having to hire any new staff. The audience will learn of the diminishing effect that years of interval based planning can have on a call center, its agents and its customers. The speaker will describe the leap of faith and the stunning results that were achieved by stepping beyond the fault planning methods that are still used by the vast majority of call centers. Veterans Affairs provides a fascinating case study in call center ethics and achievement. This is an organization that took the high road to service level reporting. Where many call centers would have relied on limited ports, controlled busy signals, and IVR deflections to generate the semblance of improvement, Veterans Affairs allowed customers uninhibited access. The resulting service level story was a truthful but risky gamble to drive meaningful change. Armed with credible evidence that the old methods were not working Veterans Affairs built a compelling business case for change and followed through with what is very likely the most dramatic call centre transformation the audience has ever seen. The audience will also learn about the advantages of global resource coordination across multiple sites and strategies for making agents vested partners in a staffing strategy renewal.
This session will cover the basics of mobile employee time and attendance tracking. Topics covered will include how to track and collect data in real time, how to manage this data once collected, and how to report this data in a way that maximizes the benefits to an organization.
The portion of the session that deals with tracking and collecting data from off-site employees will highlight the importance of doing so in real time. Some of the more costly issues to an organization will be identified, like favorable rounding of hours worked, forgetfulness, “buddy punching”, and outright cheating. Further discussion will include a look into some of the various hardware devices and the accompanying verification features available on the market, including GPS tagging, voice authentication, and caller ID/IP address recording.
Next, there will be a discussion on ways in which this data can be managed. Some of the pros and cons of using a cloud-based, hosted solution versus an in-house IT solution will be discussed. Also included in this portion of the session will be a look into the more common errors that can occur with tracking time, and how these errors can be managed.
Lastly, this session will delve into the different types of reports that can be generated once the data has been accurately gathered. These reports include payroll reports, job cost reports, and any number of other customized reports. This section will also touch on various ways this data can be integrated with existing programs used for such things as payroll and invoicing.