Workforce management (WFM) is a valuable strategy for teams to make the most of their human resources and achieve business goals more efficiently. But, with the major challenges spanning across industries in 2023 and beyond, the process can quickly become complex and time-consuming. That's where advanced WFM solutions come into play.
Workforce management refers to how employers strategically allocate people and resources, track attendance, and ensure compliance with ever-changing workplace laws and regulations. This requires organizations to evaluate their top priorities and anticipate human capital challenges so the proper steps can be taken. The main goal of WFM is to optimize workforce productivity and efficiency while mitigating risk and liability.
Businesses use workforce management to perform several key tasks including:
Once you’ve decided your organization is ready to tackle the workforce management process, you might be wondering what departments and professionals need to be involved — and you’re not alone. Because WFM involves strategically allocating and tracking people and resources, your human resources (HR) department is generally responsible for the bulk of workforce management and planning initiatives.
However, C-level executives can offer valuable support, including the CEO, COO, CFO, and other leaders responsible for developing and implementing business strategy. Organizations might also consider calling on the help of an external workforce planning manager who can provide specialized, consultative, and analytic support in the strategic WFM process.
Businesses benefit considerably from introducing a comprehensive workforce management system, regardless of their size, location, or industry. By ensuring that you have the right people in suitable roles performing tasks they’re well-equipped to execute, your organization can enjoy key benefits including:
Successful WFM strategies can go a long way toward helping companies support their workforce, minimize costs, and increase productivity. And, with the right tools and techniques in place, managers and employers can create a positive work environment that benefits both the employees and the organization as a whole.
Workforce management is a crucial component of any organization, regardless of industry. However, there are several difficulties that virtually all organizations face today that impact WFM and its use, such as:
As organizations introduce WFM strategies to combat overarching industry challenges in 2023 and beyond, there are several management trends to consider:
Most organizations have faced the difficulty of “quiet quitting” — where employees put in the minimum time, effort, and enthusiasm to do their job — as it’s continued to gain popularity in recent years. But, this trend is expected to be turned on its head in 2023, as “quiet hiring” takes the lead. This practice will see HR managers promoting internal talent, helping workers acquire new skills and capabilities without adding new full-time employees. This focus on upskilling and giving current employees more responsibilities can help organizations expand their talent while minimizing the need to hire more people.
Burdened with frequent change, industry challenges, and conflicting leader and employee expectations, the demands of today’s working environment have left HR teams and business leaders discouraged and burned out. These obstacles are also making great leadership more important than ever. As a manager’s role continues to evolve, organizations are expected to take action to relieve pressures on managers by providing support and training to mitigate the widening managerial skills gap and clarifying the role’s responsibilities and priorities.
In the modern labor market, companies are increasingly dropping traditional college degree requirements from prospective candidates, in favor of skills and experience. A report from the Burning Glass Institute found that job postings with a degree requirement dropped from 51% in 2017 to 44% in 2021. The rise of skills-based hiring as degree requirements fade is a result of:
After the pandemic, the rise of remote work, and the general uncertainty companies have seen in the past few years, attitudes about employee mental health have drastically shifted. Not only do industry reports indicate that the corporate well-being market is expected to quadruple by 2026 to reach $87.4 billion, but also that a majority of HR leaders will prioritize employee wellness moving forward. This might look like offering workplace flexibility or expanding well-being benefits (e.g., free online counseling sessions or training opportunities on empathic leadership).
In addition to shifting employee priorities, the pandemic also accelerated the introduction of flexible workforces. A report from Intuit found that 80% of corporations in the U.S. plan to increase their use of contingent workers in the coming years. Why? Because flexible employees have become a valuable resource in overcoming the challenges plaguing industries today. Amid variable demand, economic uncertainty, skilled labor shortages, and increasing consumer expectations, a flexible workforce provides specialized skills and flexibility that allow organizations to reduce costs and quickly scale up and down as needed.
Taking these trends into consideration will be critical throughout the WFM process to optimize management and meet changing workforce needs effectively. Overall, staying up-to-date on WFM projections will be key to building a more agile workforce that can meet the challenges of an ever-changing business landscape — while remaining competitive and relevant in the market.
To ease the burden on your workforce manager or HR team, you can turn to workforce management solutions for support. A WFM tool is essentially a solution that helps employers achieve their workforce objectives. In its simplest form, a workforce management solution will schedule and track employee time and attendance. Whereas more advanced options might offer labor forecasting, data and analytics, AI, and industry benchmarks to improve the process even further.
Enhancing employee management and anticipating your workforce needs effectively is one thing, but finding and retaining the talent needed to carry out these workforce goals is another. With help from Bluecrew, your teams can leverage advanced workforce-as-a-service solutions to solve your employment needs efficiently.
Our technology platform makes finding well-qualified, pre-screened W-2 workers simple, transparent, and accessible. In addition to accessing talent on demand, Bluecrew’s platform handles everything from scheduling and time tracking to payroll and compliance — improving your visibility and boosting management initiatives.
Ready for technology and tools that provide powerful control and support your workforce optimization efforts? Contact Bluecrew today to learn more and get started.
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