WORKFORCE

MANAGEMENT
By. Dr Erna Widodo
Definition

is an institutional process that

Workforce
Management maximizes performance levels
and competency for an
organization.
Activities
Needed 1. Field Service Management,
2. Human Resource
Management,
3. Performance And Training
• The process Management,
4. Data Collection,
includes all the 5. Recruiting,
6. Budgeting,
activities needed 7. Forecasting,
8. Scheduling, And
to maintain a 9. Analytics.

productive
workforce, such
as
NOMENCLATURE
&
TERM
 Human Resource Management,

• HRM is really employee

management

• Employees are sometimes

referred to as human
capital.

• The goal is to make

effective:
1. Use of employees,
2. Reducing risk,
3. Maximizing return on
investment
 The recruitment process includes
Recruiting analyzing:
1. The requirements of a job,
• The process of finding and
2. Attracting employees to that
hiring the best-qualified job,
3. Screening and selecting
candidate (from within or applicants,
outside of an organization) for a 4. Hiring, and
5. Integrating the new
job opening, in a timely and cost employee to the
organization
effective manner.
Budgeting
Forecasting
Forecasting starts with

certain assumptions

based on the

management's experience,

knowledge, and judgment.

These estimates are

projected into the coming
months or years using one
or more techniques
A planning tool
Helps management in
its attempts to cope
with the uncertainty
of the future, relying
mainly on data from
the past and present
and analysis of
trends.
Scheduling,

Is the process arranging, controlling and

of: optimizing work and workloads
in a production process.

allocate plant and machinery

resources, plan human resources,
Companies use backward and plan production processes and
forward scheduling to purchase materials.
Analytics • Analytics is the
discovery,
interpretation, and
communication of
meaningful patterns
in data

• Discovery,
• Interpretation,
• Communication of
meaningful patterns
in data
Analytics Value
Analytics Relies On
The
Especially valuable in
areas rich with recorded
information,

The simultaneous
application
of statistics, computer
programming and operatio
sresearch to quantify
performance.
Workforce
management To Support
provides a common
set of performance- 1. Corporate Management,
based 2. Front-line Supervisors,
3. Store Managers
4. Workers Across
Manufacturing,
TOOLS 5. Distribution,
& 6. Transportation,
7. And Retail Operations.
SOFTWARE
It is sometimes referred to as HRM
systems, or Workforce asset
management
As workforce management has
developed to improve

From a
traditional
approach
of staff
scheduling Time
Management
 Demand-orientation
And Optimization

1. Forecasting Of Workload And

Required Staff
2. Involvement Of Employees Into The
Scheduling Process
3. Management Of Working Times And
Accounts
4. Analysis And Monitoring Of The
Entire Process.
WORKERS TRAINING
• online training is
provided along with
supervisor-based
coaching to bring all
workers up to
required levels of
proficiency.
Workforce
Management

A complete approach
designed to make
workforce as productive as
possible, reduce labor
costs, and improve
customer service
Field Service
Management • Workforce management
also uses the process
of field service
management in order to
have oversight of
company's resources
not used on company
property.
• Market growth[edit]
• In the 1980s and 1990s, entrepreneurs focused on
topics such as supply chain
management, production planning systems
or enterprise resource planning. As cost pressures
have increased, managers have turned their
attention to human resources issues.
• In all personnel-intensive industries, workforce
management has become an important strategic
element in corporate management. The process
has experienced growth in all sectors,
including healthcare.[4]
 Mobile Workforce Management
• As our society continues to adopt new
technologies such as smartphones and
enterprise mobility tools, more companies
are allowing employees to become mobile.
• Mobile workforce management refers to
activities used to schedule the employees
working outside the company premises. It
helps distribute workforce efficiently across
various departments in an institution.[5]
• Software[edit]
• Workforce management solutions can be deployed
enterprise-wide and through mobile platforms.
While special software is commonly used in
numerous areas such as ERP (enterprise resource
planning), SLM (service lifecycle
management), CRM(customer relationship
management) and HR (human resources)
management, the management of the workforce is
often still handled using spreadsheet programs or
time recording.
• This often results in expensive overtime, non-
productive idle times, high fluctuation rates, poor
customer service and opportunity costs being
incurred. By using a software solution for demand-
oriented workforce management, planners can
optimize staffing by creating schedules that at all
times conform to the forecasted requirements.
• At the same time, a workforce management
solution helps users to observe all relevant
legislations, local agreements and the contracts of
individual employees – including work-life
balance guidelines.[6]
• A key aspect of workforce management is
scheduling. This is achieved by establishing likely
demand by analyzing historical data (such as the
number and duration of customer contacts, sales
figures, check-out transactions or orders to be
handled). Many workforce management systems
also offer manual adjustment capabilities.
• The calculated forecast values are then converted
into actual staffing requirements by means of an
algorithm that is adjusted to the particular use
case. The algorithm itself is based on the work
of Erlang though most modern adaptations of
workforce management have shifted towards a
richer state management, and optimizations to the
original idea.
• Current and future staffing requirements, short-
term peak loads, availabilities, holidays, budget
allowances, skills, labour law-related restrictions, as
well as wage and contractual terms have to be
integrated into the planning process to guarantee
optimal staff deployment.
• In the workforce management process, the
integration of employees is an important factor. In
several workforce management systems,
employees can log in their availability or planned
absences and they can bid for specific shifts so long
as they have the necessary skills for the activities
planned for these shifts.[7]
• Delivery[edit]
• The three methods of delivery for contact center
technologies are on-premises solution, hosted or
cloud-based computing.[8]
• An on-premises system is one in which hardware
and software must be physically installed, deployed
and maintained at the business. All equipment is
purchased up front. It is traditionally associated
with large enterprises with the budget and the
space to acquire the capabilities deemed necessary,
and the personnel available to configure and
modify systems.
• A hosted system relies on an outside service
provider. Software is purchased and installed in a
data center on either physical or virtual servers that
may be owned or leased by the business.
Implementation is similar to an on-premises
solution, but the cost is typically lower because
hardware need not be purchased. However, the
business must pay an initial provisioning fee as well
as a monthly fee for the rental or usage of the
hosting center’s equipment and personnel.
• Cloud computing converts such physical resources
as processors and storage into Internet resources.
By developing applications in a virtual environment,
a company’s computing infrastructure is treated as
a utility service, and the company pays only for the
time and capacity it needs. Cloud eliminates issues
such as computing capacity, physical space,
bandwidth and storage.[9][10]
• Thank You