It's not news that automating cumbersome time and attendance processes can help improve organizational efficiency and data accuracy. Or that software solutions to track time and attendance can help your organization improve reporting capabilities and keep up with compliance mandates. But the benefits of automated time and attendance solutions don’t stop there. Workforce management processes also produce data that can help you analyze your workforce to measure productivity, manage cost, and monitor progress toward your strategic goals. Join Mollie Lombardi, vice president of workforce management and principle analyst at Brandon Hall Group and Jim Manfield, Kronos solution consultant, as they discuss: Moving beyond the traditional benefits of time and attendance automation, and truly understanding the ROI of accurate, accessible time and attendance data. Making the case for why organizational leaders and senior executives should care about automation, integration and self-service capabilities of time and attendance solutions. Using time and attendance data to lay the foundation for powerful workforce and business analytics — even if you are just beginning your business intelligence or analytics journey.

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Beyond Time and Attendance: The Transformative Power of Workforce Management

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Speaker: Mollie Lombardi Vice President, Principal Analyst Brandom Hall Group Speaker: Jim Manfield Solution Consultant Kronos Incorporated Moderator: Kate Everson Workforce Magazine
Beyond Time and Attendance: The Transformative Power of Workforce Management

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Frequently Asked Questions

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Kate Everson
Associate Editor
Workforce Magazine
Beyond Time and Attendance: The Transformative Power of Workforce Management

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Mollie Lombardi Vice President, Principal Analyst Brandom Hall Group Jim Manfield Solution Consultant Kronos Incorporated
Beyond Time and Attendance: The Transformative Power of Workforce Management

10. Beyond Time and Attendance: The Transformative Power of Workforce Management
Mollie Lombardi
VP/Principal Analyst Workforce Management
Brandon Hall Group
Jim Manfield Solution Consultant
Kronos Incorporated

11. Agenda
•
The Evolution of Time and Attendance
•
Going Above and Beyond with Data
•
Taking in the Mystery out of Analytics

12. Deploy and Measure

13. Workforce Management Priorities
Source: Brandon Hall Group, Workforce Management Study 2014
54% 39%39% 0% 20% 40% 60% Improving workforce analytics capabilitiesReducing manual transactions within HRBuilding long-term workforce planning capabilitiesAll Respondents

14. The Evolution

15. Workforce Management Process Automation
Source: Brandon Hall Group, Workforce Management Study 2014
18% 21% 22% 12% 36% 34% 42% 34% 35% 33% 22% 46% 6% 3% 3% 5% 4% 8% 11% 3% Leave managementAbsence managementSchedulingTime and attendanceManual/spreadsheetPartially automatedFully automatedOutsourcedNot applicable

16. Impact of Automation on Accuracy and Compliance
Source: Brandon Hall Group, Workforce Management Study 2014

17. Organizations with fully automated time and attendance solutions saw
67%
greater year-over-year improvement in customer satisfaction &
2½
times greater year-over-year revenue growth
It’s a Business Thing

18. Impact of Automation on Integration and Transparency
Source: Brandon Hall Group, Workforce Management Study 2014

19. Transparency is Crucial
Engagement
Turnover
Trust

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Engagement, Turnover, Trust

21. © KRONOS INCORPORATED
What is Employee Engagement?
Engagement is the point at which employees voluntarily “go the extra mile”

22. © KRONOS INCORPORATED
What is the Main Goal?
Right Person
Right Place
Right Attitude
Right Time
An engaged employee is a productive employee

23. © KRONOS INCORPORATED
How Do You Engage Your Employees?

24. © KRONOS INCORPORATED
Engage Your Employees From Day 1

25. © KRONOS INCORPORATED
Provide Them with Self Service
Change availability
Request to swap or cover
Manage all requests
Self-schedule

26. © KRONOS INCORPORATED
Don’t Forget Your Millennials

27. © KRONOS INCORPORATED
Millennials Like To Work Everywhere

28. © KRONOS INCORPORATED
Mobility

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What Makes a Happy Workforce?
•
Self service
–
HR, Benefits, Timecard, Time-off Requests, Scheduling
•
Bring Your Own Device
–
Laptop, Tablets, Phones
•
Provide real-time, meaningful data

30. ©© K KRROONNOOSS I NINCCOORRPPOORRAATTEEDD
Going Above and Beyond with the Data

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Time & Attendance Data

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Overwhelmed with Data
Do we have the right people, in the right place, at the right time?
Hourly, Shift, Daily, Weekly, Bi-Weekly
Monthly, Quarterly
COST
Should we hire?
What’s the cost?
Overwhelmed with data?
How productive are we?
PRODUCTIVITY
HIRE
BIG DATA

33. © KRONOS INCORPORATED
Workforce Analytics: Bringing Order to Chaotic Data
Your Data
Sorted and Arranged in Context
Presented Visually
•
How do you make data accessible and easier to consume?
•
How do you identify what is relevant?
•
How do you get the information you need to make decisions?

34. © KRONOS INCORPORATED
Workforce Analytics: Visibility, Insight & Continuous Improvement
Performance Targets Keep Small Issues From Becoming Large Ones
Predefined Views Make It Easy To Isolate Root Causes
Easily Identify Cause-and-Effect Relationships… With High-Quality Information
1
2
3
Information is easier to access, understand and act upon

35. © KRONOS INCORPORATED
Visibility: Manage in the Moment
•
Workforce Tablet Analytics
•
On-demand visibility from anywhere at any time
•
Designed for the iPad

36. It’s All Connected

37. © KRONOS INCORPORATED
Solving 3 Critical Business Issues
Minimize Compliance Risk
Control Labor Cost
Improve Workforce Productivity
Time and Attendance
Forecasting and Scheduling
Absence Management
Analytics
Data Collection
Hiring
HR and Payroll
Activities
It’s All Connected

38. Data
Analytics
Insight

39. Automation drives Reporting and Analytics
Source: Brandon Hall Group, Workforce Management Study 2014
45% 19% 78% 24% 0% 20% 40% 60% 80% Can run reports on current dataCan use data for predictive analyticsNo or partial automationFully automated

40. Be Not Afraid!
+

41. Analytics Isn’t Data in Color
•
Data just is – no context, no relative meaning
•
Analytics requires combining data to find correlation
•
Predictive analytics requires deep insight into causation it can be used to model likely futures

42. Prepare for a Modern World

43. 65%
Of organizations indicate their time and attendance solutions have been in place 3 years or more

44. Provider Selection Criteria
Source: Brandon Hall Group, Workforce Management Study 2014
43% 40% 34% 0% 25% 50% Customer service/supportAbility to integrate with organization's existing enterprise systems Price/costCriteria ranked critically important

45. Consumerization
Mobility
Engagement
Integration

46. © KRONOS INCORPORATED
Questions?
•
Mollie Lombardi, VP and Principle Analyst Workforce Management Brandon Hall Group mollie.lombardi@brandonhall.com @mollielombardi
•
Jim Manfield, Solution Consultant Kronos Incorporated james.manfield@kronos.com

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