13 Oct Data Mine Your HR Records: A Scientific Approach to Increasing Productivity
Today’s post is for business owners who have limited experience with data analysis, use manual timekeeping and scheduling processes, and want to use a scientific approach to better manage their workforce.
Workforce Management 101
Capturing Workforce Management (WFM) data is the first step to creating a Human Capital Optimization strategy. In order to gather and manage the data, you need powerful tools. Affordable Workforce Management Suite provides such tools and is perfect for the WFM beginner. Workforce Management Suite is as easy to use as your favorite phone app and automates time-consuming HR processes while gathering the data that is essential for improving productivity and, by extension, profitability.
You Can’t Improve What You Don’t Understand
TimeWorksTouch to capture punch-ins, or employees can simply punch in/out in the employee dashboard from any internet-enabled device. TimeSimplicity paired with TimeWorksPlus has key benefits for employee timekeeping, schedule creation, employee shift trading, and general inter-departmental communication. But for the purposes of this article, let’s look at the types of data Workforce Management Suite automatically captures.
Ease and Accuracy
TimeWorksPlus tracks time to the minute. Why is this important? By simply automating punch in/out, you can find out exactly who habitually punches in early or punches out late. Do you know exactly how much overtime your staff members log? With pen and paper time cards, you have to look through all the time cards, find the ones with overtime listed, and add it up. TimeWorksPlus tracks overtime automatically and you can monitor it by simply looking in your manager portal.
Scheduling: Are the individuals with the necessary skills and/or certifications scheduled at the right time? How are production levels impacted by scheduling changes? Does workforce morale change from shift to shift?
Absences, tardies, breaks, and time theft: Who punches in early? Who forgets to punch out during breaks? Who habitually punches out late every day, adding many unauthorized minutes a week to their time card?
Coverage gaps: What shifts are understaffed? How does this affect production, customer service, and workflow? Are your managers wasting time trying to find workers to cover shifts at the last minute?
Overstaffing: What shifts are costing you more in labor than is required? Are staff members wasting time due to overstaffing?
Overtime: How much are you spending in overtime every month? Could this be reduced with smarter scheduling or automatic messages?
Mobile staff: Are your offsite and mobile team members where they should be?
Schedule flexibility: Can your employees easily trade shifts? Would you have improved worker retention if schedule preferences were better accommodated?
Admin time: How many hours a week do your supervisors spend researching and correcting time card errors, tracking accruals, doing compliance reporting, submitting payroll, responding to employee requests for HR information, and dealing with other employee issues?
To recap the process:
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- Capture data about human resource management.
- Analyze the data to see opportunities for improvement.
- Make changes.
- Identify whether the modifications were effective and adjust where necessary.
- Continually monitor the results, especially when there have been significant changes in workflow, staff, labor law regulations, or business objectives.
Of course, each one of these steps can be broken down significantly. For example, here are some sub-steps to number 3 above:
- Eliminate redundancy through automation.
- Decrease time devoted to non-billable processes.
- Improve document management.
- Let employees take over timecards, accrual monitoring, and shift trading.
We would love to discuss more about how our Workforce Management Suite can help you leverage critical HR data to increase efficiency and profitability at your company. Call 817-226-8111 today to set up a demo.
This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.