Synerion Blog

We’d love to believe that everyone in a company shares a common outlook, or are totally united in their perspectives on how to reach corporate goals. The truth is not that simple. Like the age-old battle lines drawn between marketing and sales teams, when evaluating workforce management solutions, Finance and HR decision-makers often don’t come to the table with the same criteria, context or frame of mind. You’re cut from different cloth, but that doesn’t mean you can’t align during a critical evaluation process.

How do you make big decisions? Better yet, what do you use to evaluate your options, poke holes in proposals, and ultimately come to a confident conclusion about a decision that will impact your entire company, every day? After decades of talking to CFOs and decision makers in HR and Payroll, we’ve seen Workforce Management solutions fall victim to poor evaluation tactics...and it’s time to start speaking frankly about it!

Manufacturers require superior workforce management scheduling solutions to deal with complex issues like labor allocation, payroll, time tracking, and compliance.

When considering new workforce management solutions, company CFOs, HR, and payroll managers are looking for a strong ROI – a solution that ramps up efficiency, cuts back on manual errors, helps with regulatory compliance and integrates well with existing systems.

Mobile workforce management technologies are providing solutions to an increasingly mobile reliant workplace. It enables employees working remotely, off site, or in the field to be in communication on a real-time basis using a mobile device - such as a smartphone or tablet. It’s not just field-services that are turning to mobile workforce management software, companies in every global  industry are noticing the “shift” in workplace diversity, and are implementing mobile processes to stay agile, efficient and up to date.

The simple answer to the question “what is workforce management?” is: a process, or software, that organizes, tracks and manages activities required to maintain a productive workforce. This would include time management, human resources, absence management, labor allocation,  staff scheduling and reports/analytics. That’s the “simple” answer to the “what”, but decision-makers in any organization need to know more - the kind of questions that will allow them to implement a process, and/or a WFM software, that will actually maximize performance, and streamline efficiencies across every department.