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"The Workforce Management Office" - HR's new financial impact unit

Topic:
"The Workforce Management Office" - HR's new financial impact unit
Date:
November 8, 2011 at 1:00 - 2:00 PM ET
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Description
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:

  1. A copy of the slides presented in this presentation. These are available before and after the presentation.
  2. A Real Media file of the presentation. This file can be downloaded to your iPod or MP3 player after the presentation.
  3. Access to more than 400 podcasts with HR Gurus and Industry Leaders (downloadable files available 24 hours after the live broadcast) as well as access to our blogs, polls, surveys, 25,000+ article library, Business Book Reviews and so much more!
Recommended Resources
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.
Categories
Compensation
Human Resources Management
Workforce Management (Time & Attendance)
Core HR: Payroll for HR and HRIS
Leadership
Performance Management
Workforce Planning and Analytics
Labor Relations
Absenteeism
HR Metrics Implementation
PM Metrics
Pay For Performance
Technology
Cascading Goals
Leadership Models
Trends
Strategic Decision Making
Measurement and Metrics
Vision, Values and Mission
HR As Consultant
Public Sector and Non-Profit
Structure and Organization
Foundations of HR
Present Trends
Compensation Trends
Incentives Measurement, Reporting and Analysis
Compensation Measurement, Reporting and Analysis
Compensation Planning and Management
Payroll
Pay Strategies
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?
Sponsored by
Ceridian Corporation
Ceridian Corporation
Ceridian is a global provider of human resource solutions delivering trusted results and transformative Human Capital Management technology.
Presented by
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