workforce management 2014 survey (early findings)

Workforce Management 2014 – Early Findings

Mollie Lombardi VP/Principal Analyst

Workforce Management Brandon Hall Group

Learning & Development

Talent Management

Leadership Development

Talent AcquisiLon

HR/Workforce Management

RESEARCH PRACTICES

2 ©2014 Brandon Hall Group, Inc.

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Agenda

•  Survey overview •  Key findings •  Planned

publicaLons and Lmeline

•  Q and A

Demographics (so far…) •  164 replies •  Majority North America •  45% below 1000 employees, 35% 1001-‐ 10,000 employees, 20% 10,001+

•  39% senior execuLve leadership, 47% HR/talent, 14% business unit or funcLonal

Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS

It’s All Connected

Top Workforce Management Concerns

53%

44%37% 36%

0%

20%

40%

60%

Improving workforce analytics

capabilities

Building long-‐term workforce planning

capabilities

Managing a geographically dispersed workforce

Reducing manual transactions within

HR

All Respondents


The Technology Story

Strategy Process AutomaLon IntegraLon

Know your goals – from a business

perspecLve

Don’t automate bad process

Efficiency and effecLveness, as

well as engagement

Measure success and power analyLcs

Tools and Technologies Used

38%

37%

32%

32%

26%

24%

23%

25%

23%

27%

15%

32%

16%

18%

30%

25%

26%

24%

32%

30%

25%

7%

15%

15%

29%

10%

30%

34%

0% 20% 40% 60% 80% 100%

Self-‐service analytics tools (drill downs, etc)

Task management

Activity tracking

Browser-‐based self-‐service WFM tools for managers

Labor budgeting and forecasting solutions

Centralized core HR data repository (HRMS/HRIS)

Browser-‐based self-‐service WFM tools for employees

Not implemented Not widely used Used by some Widely used


Tools and Technologies Used

51%

49%

48%

48%

47%

42%

39%

17%

10%

11%

17%

15%

20%

28%

20%

28%

25%

21%

24%

31%

24%

11%

13%

16%

15%

14%

7%

9%

0% 20% 40% 60% 80% 100%

Mobile self-‐service WFM tools for managers

Browser-‐based time tracking solution

Standalone time clocks

eSignature capabilities for HR forms

Mobile self-‐service WFM tools for employees

Workforce analytics tools

Workforce planning tools

Not implemented Not widely used Used by some Widely used


Current Workforce Planning Efforts

16%

33%27%

23%

No formal workforce planning in place

Near-‐term schedule planning based on operational needs

Planning for headcount

Planning based on skill gap analysis


Types of ReporLng and AnalyLcs Available

63% 60% 56%50%

47% 44%37%

48% 51% 52%

35% 38%46%

35%

24% 22%16% 14% 16%

21%

12%

0%

25%

50%

75%

Salary/ labor costs

Time and attendance

Absence/ leave

management

Talent acquisition

Scheduling Employee performance

Learning/ skills and

competencies

Run reports on current data View historical data Data used for predictive analytics


Level of AutomaLon

54%

43%

26%

25%

19%

15%

13%

10%

4%

22%

40%

47%

37%

40%

41%

38%

37%

22%

13%

15%

24%

34%

33%

40%

44%

41%

56%

11%

2%

3%

4%

8%

4%

5%

12%

18%

0% 20% 40% 60% 80% 100%

Fatigue management

Workforce planning

Scheduling

Absence management

Leave management

Employee records/HR data management

Time and attendance

Benefits administration

Payroll

Manual/spreadsheet Partially automated Fully automated Outsourced


Impact of AutomaLon

2.69%

3.47%

2.70%

1.76%2.17%

3.50%

0%

1%

2%

3%

4%

Time-‐off accrual error rate

Time tracking error rate Compliance score improvement

No or partial automation of time and attendance

Fully automated time and attendance


Measuring Results on MulLple Dimensions

2.15%

1.52%

0%

1%

2%

3%

Payroll calculation error rate

Not or partially automated payroll Fully automated payroll

1.90%

3.60%3.20%

6.60%

0%

1%

2%

3%

4%

5%

6%

7%

Change in customer satisfaction Change in revenue

No or partial automation of absence management

Fully automated absence management


Metrics Tracked •  Error rates in payroll, Lme tracking, Lme off accruals and benefit qualificaLon

•  Employee performance •  Turnover •  Customer saLsfacLon and retenLon •  Compliance •  Revenue alainment •  Workforce capacity uLlizaLon


CriLcal Vendor SelecLon Criteria

82%76% 75% 71% 68%

0%

25%

50%

75%

100%

Customer service/ support

Price/ cost Ability to integrate with

existing systems

Financial stability of the

solution provider

Configuration capabilities included in

purchase price

All Respondents


Planned PublicaLon Topics •  Analysis by company size – SMB vs. Enterprise •  Making the case for automated Time & Alendance, Scheduling, Absence

•  Workforce Management Trends Infographic •  ACA Strategies •  Payroll Strategies •  Laying the foundaLon for Workforce AnalyLcs •  Building Workforce Planning CapabiliLes •  Self-‐service

*Subject to change

•  Real-‐Lme, relevant industry data, filtered by market size, revenue, geography and high performing organizaLons (HR/Learning/TM).

•  Ability to compare and contrast data points from industries’ leading pracLces across High-‐Performance OrganizaLons.

•  Conduct your own custom research

projects internally using Brandon Hall Group's DataNow.

•  Immediately access, filter and export thousands of data points from Brandon Hall Group's leading research on learning, TA, TM, and Workforce Management/HR – that can be used to support your business case or messaging.

Workforce Data – NOW

DataNow™

Timeline •  Data collecLon concludes September 15 •  Summary KnowledgeGraphic September 22 •  KnowledgeBlasts on Lme and labor management topics late September

•  Have a need? Let us know

*Subject to change

QuesLons?


Now entering its 20th year, the Brandon Hall Group Excellence Awards Program is the most presLgious awards program in the industry. Oren Lmes called the “Academy

Awards” by Learning, Talent and Business ExecuLves, the program was one of the first of its kind in the learning industry.

The Brandon Hall Group Excellence in Technology Awards program recognizes the

many technological advances made each year by soluLon providers in commercially-‐available tools and technologies for learning, talent management, and sales.

For more informaGon about the categories, judging criteria and how to apply, please visit our website: hRp://go.brandonhall.com/Excellence_Awards_Home

You can also contact us at: [email protected] or call Rachel Cooke at (954) 732-‐9076

Excellence in Technology Awards Submission Deadline: September 12, 2014


Thank You

Mollie Lombardi VP and Principle Analyst, Workforce Management [email protected] @mollielombardi