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Economic pressures are forcing many employers to restructure their approach to workforce management. The relationships between policy to people to profits has to be managed with intent..
Learn how the Workforce Management Office (WMO) can be setup to align financial and operational goals to HR systems and practices. Find out what gaps exist if HR leaders DON’T focus on reducing cost and maximizing revenues as a part of their job. Lisa Disselkamp is a recognized authority on workforce management business practices and technologies. Author, researcher, expert legal witness and consultant she discusses how the WMO business unit can fix hidden problems and missed opportunities.
Find out how a WMO is designed to resolve the “Leakage Principle” and how that impacts the organization’s bottom line. Understand what technologies offer the tools needed to influence labor spending and drive increased income as it relates to the workforce. Disselkamp will demonstrate how HR policies and practice are transformed inside systems offering opportunities for either greater loss or increased profit.
Benefits of the WMO model
• Matures workforce management past basic compliance, accuracy and efficiency objectives into position to influence and control financial outcomes.
• Delivers measurable hard dollar savings and operational improvements.
• Gives the organization the tools, understanding and authority to change variable labor spending outcomes
• Enables top level objectives to:
o Avoid dilution and sustain priority status as they are pushed down thru the organization
o Overcome neglect due to competing priorities
• Provides a model for managing workforce related technologies and business practices
Gain an edge over your competitors. WMO matures back office functions into front line profit machines.
Who Should Participate
HR, financial, and operational managers, technology stakeholders, owners of strategic initiatives
Extra Learning Material
All Registered HR.com members are also eligible for:
Studies by the Aberdeen Group, Nucleus Research, Circadian Technologies, Research by leading university academics, and "No Boundaries: How to use time and labor management technology to win the race for profits and productivity" (Wiley Publishing, 2009) by Lisa Disselkamp.
Human Resources Management
Workforce Management (Time & Attendance)
Core HR: Payroll for HR and HRIS
Workforce Planning and Analytics
HR Metrics Implementation
Pay For Performance
Strategic Decision Making
Measurement and Metrics
Vision, Values and Mission
HR As Consultant
Public Sector and Non-Profit
Structure and Organization
Foundations of HR
Incentives Measurement, Reporting and Analysis
Compensation Measurement, Reporting and Analysis
Compensation Planning and Management
Incentives Planning and Management
Compliance in Compensation Management
Pay for Performance Planning and Management
Pay for Performance
What You Will Learn
· How does a WMO improve the bottom line? · Why is a WMO the best way to leverage existing workforce management systems? · The 7 Problem Situations when there is no WMO · Identify where your organization sits on the Workforce Management Maturity Curve · Estimate how much your lack of “intent” is costing in bottom line savings · What resources does an effective WMO require?
Who is Eligible
This webcast is available to all registered HR.com members for free. You are currently subscribed to HR.com as a Free Member.
Click the button to access this webcast. Archives, MP3 and PowerPoint slides
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