Technology today plays a significant role in all aspects of management, including workforce management. Though the Human Resources function was initially slow and reluctant to adopt technology, today HR is increasingly using technology in talent acquisition and workforce management. This has led to an improvement in recruitment processes, employee engagement and organizational performance among other things.
The technology available to hiring managers today is changing all aspects of workforce engagement, spend, quality, human capital and risk/compliance perspectives. For example, organizations are now using online marketing methods to reach potential talent pools across different platforms. Finding, screening and hiring talent have all been revolutionized by technology adoption to enable faster hiring and better retention.
Below are some of the main workforce management challenges faced by companies and an idea of how technology can help solve them.
Challenge: Managing Non-Employee Talent
In particular, cloud-based SaaS programs such as Vendor Management Systems (VMS) are enabling contingent workforce management programs and boosting the use of non-employee workforces. Businesses can now centrally manage several sites using the same program, while outsourcing the task of hosting the software to an IT infrastructure provider, and unlike with licensed software, incur costs based only on actual use.
Such SaaS programs enable businesses to store large amounts of sensitive, confidential data online and to access it at a click, when needed. Talent and workforce analytics are incorporating artificial intelligence into data analytics to offer efficient workforce planning, improved recruitment processes and workforce deployment and performance. Business intelligence and insights using actionable data from internal and external sources offer comprehensive reporting, identification of trends, suggest alternative options by benchmarking against the best and project future performance as well as formulate business strategy.
Challenge: Access to Functions and Data from Anywhere
Many of these workforce technologies offer identical user interfaces across all devices, allowing manager to remotely execute many paper-based tasks and scheduling of workers using mobiles and handheld devices. Employers are also able to offer self-service features to complete HR tasks, check schedules, trade shifts, as well as manage overtime, personal time or vacation.
Challenge: Learning and Skills Development
Most learning and development activities have gone online along with performance management and feedback, either through MOOCs (Massive Open Online Courses) or on the company intranet, making skill enhancement accessible at a fraction of the costs without such tools.
Challenge: Efficient and Effect Talent Acquisition
Meanwhile, social media and digital talent platforms offer talent pipelines with online applications, document/video resume and cover letter uploads and even track pre-employee screening tests, reducing costs and time in the process. These online talent platforms are making it possible to access and utilize niche skills sets remotely. Telecommuting and remote work as well as working from home options depend on the availability of workforce management technology for online interactions, file uploading and sharing for their success.
Challenge: End-to-End Project Management
Today’s technology can help manage projects and services from end-to-end – from strategic sourcing to payment including offshoring, business process outsourcing (BPO), managing non-billable workers and more, with improved visibility and insight into projects and their deliverables.
Challenge: Integration with Existing Tools
Through the Internet of Everything (IoE), workforce management software’s architecture is able to integrate with virtually all other technologies and applications, aggregating the data and offering expanded networking opportunities.
Challenge: Responding to Opportunities
Today’s workforce management offers a dynamic environment, making it an eternal work in progress. It offers new challenges and opportunities for improvement constants, and technology is the only go-to option that can offer innovative solutions and improved processes needed in response to workforce trends. Best-in-class technologies focus on user experience, customer service and innovative functionalities that impact business outcomes.
When outstanding technical teams combine subject matter expertise and market insights to offer innovative solutions that capitalize on technology trends and workforce challenges, companies gain competitive advantage and increase profits by levering on the capabilities offered by such technologies.