Click the "add event" button to create a listing for your event
Welcome to the Institute for Workforce Management! Thank you to everyone for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Workforce Management community. Join Michelle Davis Community Facilitator and Advisory Board member for Workforce Management at HR.com as she reviews the Institute's accomplishments thus far and highlights what’s in store for this year. During this short, 15-minute session, Michelle will provide an overview of the certification program (have you signed up yet?) and an update on hours accumulated to date. Find out what you have missed, and what is in store for 2013. Throughout this session we will:
• Introduce you to the Workforce Management Time & Management Advisory Board
• Introduce you to the Institute and the Certification program
• Help you learn how to 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, this introduction will cover not only our past accomplishments but explain why you should continue to participate 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. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
This is a pre-recorded webcast. There will not be a Question and Answer period at the end.
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.
The use of external project resources can solve a lot of problems. They free up internal resources. They may bring core expertise that you only need one time. They provide a fresh perspective, suggesting solutions that are overlooked by internal resources. They know how to manage a project.
So, where is the downside? Projects can be complicated, and this often leads to run-away expenses. For larger and longer projects, where scope and specifications for a project are not known up front, a payment model and system of payment is needed that allows businesses to modify their specifications, define and re-define project scope and adjust time schedules even when the project is being executed. Success is dependent on a crystal clear project scope of work as well as an efficient process for linking effort and progress to payments.
As businesses become increasingly dependent on outside resources to deliver critical projects, companies are looking to their Human Resources team to ensure consistent levels of quality at lowest possible operational costs and complete conformance with government regulations and corporate policies. This webinar will prepare HR personnel for this challenge by reviewing best practices in structuring a project: ensuring that all sub-projects are clearly defined and staffed; tracking time, materials, expenses and deliverables; managing progress against budget; and measuring performance within the context of an overall project accounting system.
Topics covered in this session:
• Alternative project payment models for large projects
• Identifying rates and resources within the Statement of Work (SOW)
• Organizing time reporting and tracking within a team
• Controlling time reporting
• Measuring project and team performance
This is a pre-recorded webcast. There will not be a Question and Answer Session at the end.
As we approach the 20th Anniversary of the passage of the Family and Medical Leave Act of 1993 (FMLA), employers and employees alike continue to grapple with the issue of unplanned and extended employee absence. Prior to 1993, an employee’s unplanned absence to seek medical care or provide care for a child or parent could result in immediate dismissal. Moreover, most aspects of an employer leave policy were discretionary.
In today’s labor environment, unplanned absences now trigger a workflow of mandatory administrative activities:
1. Determination of eligibility for protected leave;
2. Calculation of leave benefits;
3. Mandatory communications between human resources and the employee;
4. Validation of the leave event; and
5. Confidential documentation of the entire process.
FMLA balances the employer’s right to deploy a productive workforce and terminate poor performers with the right of individual employees to take unplanned time off for serious medical and family health issues without loss of job security. It also launched the emerging field of Total Absence Management (TAM) – the HR administrative framework for measuring and mitigating the effects of employee absence, coordinating leave administration with disability and other benefits programs.
So how effectively are employers like yourself executing TAM today? In May, 2012, the ADP Research Institute (sm), a specialized group within ADP, commissioned a blind survey of HR and Benefits decision makers from midsized (50-999 employees) and large (1,000 + employees) employers to better understand their business priorities and TAM practices. Join us for the HR.com webcast on October 3, 2012 for a revealing look at the survey data regarding aspects of TAM including:
• The effect of employee absenteeism;
• Business impacts associated with absenteeism;
• Processes and tools used by employers to administer Leave Administration; and
• Tactics to measure and mitigate the impacts of employee absence.
For attending the event, you will receive a complimentary whitepaper with the comprehensive survey findings titled, “Total Absence Management: Two Decades After the Passage of FMLA.”
This is a pre-recorded webcast. There will not be a Question and Answer session at the end.
Managing leave requests in a compliant manner, including eligibility and entitlement calculations and employee communications, has become an increasingly complex. With well over 400 pieces of federal and state leave legislation currently in place, employers seldom have adequate resources allocated to properly create and maintain a leave compliance strategy. However, the costs of non-compliance, be it in the form of over-allotting time off, legal defense costs and fines or reduced employee morale are prohibitive.
In this session, Presagia’s Compliance Officer, Allan Compagnon will share his experience in building leave compliance strategies for companies across the U.S. Through this webinar, attendees will gain a better understanding of the many factors that affect leave compliance and take away best-practices for implementing their own compliance strategy.
Mr. Compagnon will provide an easy to follow step-by-step program on how to build your own plan, including:
• Reviewing how you manage leave today
• Understanding the jurisdictions and rules that apply to your organization
• Analyzing the data you are currently collecting in order to identify what you are missing to support your compliance program
• Determining how to get the right data to the right people to enable accurate leave decisions
• Developing an effective employee communication process in order to promote transparency
• Identifying key sources that should be consulted on an ongoing basis in order to ensure you remain compliant
In this informative webinar, attendees will also be provided with information regarding the advantages and disadvantages of outsourcing compared to internally designating a compliance team, as well how technology can be used to enhance their leave programs and ensure they remain compliant.
This is a pre-recorded webcast. There will not be a question and answer session at the end.
It’s well known that workforce management systems can help companies implement cost controls and ensure compliance with in complex labor environments. What studies have now shown is a correlation between increased revenue, primarily through productivity and retention. Join Ceridian’s David Chetlain to learn how this finding can help your company improve its bottom line. He will share insights that investigate strategies proving that intelligent workforce management strategies truly drive top-line growth as much as they do bottom-line.
Beyond just cost and compliance, companies are investing in workforce management processes in order to improve engagement, customer satisfaction and retention. Companies experience a 50% increase in employee satisfaction with the self-service options provided by workforce technology. Through a workforce management system, you can improve your employees’ work-life balance without compromising your company’s performance. This technology also helps reduce your overstaffing and overtime, while minimizing your IT costs.
For most companies, labor costs – that typically comprise 20-70% of their total expenses – represent both the largest controllable expense and the biggest driver for value creation. With such a significant investment in people, effective workforce performance is important for your business success.
With a workforce management solution, you can focus on driving your revenues. Ensure your managers have the tools to streamline optimal labor scheduling and remove time-consuming processes. Facilitate and speed up the process of employee communication around availability, time away requests, shift trading, attendance, time worked and details of work performed. With these solutions, you can also provide immediate feedback to workforce to avoid costly, time-consuming issue resolution
Even the smallest changes to workforce productivity can have a huge impact on corporate performance. Find out more in David’s forum about bridging the gap between workforce performance and enterprise performance.
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 is 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.
After many years of personally selling, consulting, and guiding hospitals and retailers as their trusted workforce management advisor, you realize that the workforce management space is both always changing and constantly growing. In healthcare you will find a different set of scheduling, time and attendance, and analytics solutions, than in retail, or casinos. Knowing which solution to go with is the difference between a three to five year painful road trip with the wrong vendor, or performance and productively improvements across the organization with the right vendor and service partner.
Industry analysts who follow the workforce management space estimate that employee wage and benefits range from 25% of operating costs in retail to up to 75% of operating costs in healthcare. According to financial analysts, for every dollar a hospital spends, up to 66 cents goes towards paying for their people.
This session will focus on the presence of labor unions in the workforce and the risks associated with non-compliance. While the future of labor unions is widely debated, they continue to hold a presence among employees in both the public and private sector. When organizations are held to the strict employment practices outlined in Collective Bargaining Agreements, it is critical to business and employee morale to adhere to the regulations outlines in labor contracts. In the event of non-compliance, organizations risk severe repercussions from employees as well as unions.
There are three aspects of Workforce Management that are key to enforcing union contracts. The first is regulation compliance. Ensuring employees are paid according to labor regulations is of critical importance. If employees are not paid according to contract regulations, organizations are at risk of employee and union law suits. In order to accurately calculate pay for employees, organizations must have a solid understanding of their pay practices as well as a flexible and automated way to calculate that pay and adapt to changing contracts.
Secondary to regulation compliance is time and attendance tracking. In order to ensure employees are paid according to contract, it is imperative to accurately track the time they work. Automated and accurate time and attendance systems provide organizations with the tools they need to track the exact hours employees are working.
The third aspect of Workforce Management that is key to compliance is documentation. While organizations track employees time worked and pay calculations, they must also have the proper documentation to support this information. Reporting tools that provide transparency between employees, managers, and payroll provide the information needed for all levels of an organization to understand time and pay practices.
In this presentation, we will focus on the importance of labor union compliance and the tools needed to help you effectively and efficiently track employee’s work hours and pay in accordance with CBA agreements. Utilizing these tools provides greater transparency across and organization and lowers the risk of repercussions associated with non-compliance.