Workforce Software: The Time is Now

Workforce Software: The Time is Now

In the Health and Human Services industry, too few organizations are addressing their complex business and talent needs by utilizing workforce software with analytic capabilities. In our recent 2017 Workforce Management Trends survey report, 79% of executives stated that real-time reporting was “Extremely Important” or “Very Important”, yet only 23.7% of executives are “Extremely Satisfied” or “Very Satisfied” with the accessibility of their data.

Keep in mind; the journey of utilizing workforce software will differ from one organization to the next. In some cases, organizations have a business problem that they will use workforce analytics to solve. In other cases, workforce analytics and reporting will help identify new opportunities with an organization’s processes that they did not know existed.

No matter the origin, when your organization decides to explore workforce software, there are 4 important things to consider:

Evaluate the Readiness to Address
With 67% of CFOs planning to invest in data analytics tools within the next year, it’s important for top leadership to evaluate their current processes and determine if this is the most efficient way to help them make the right decisions.

According to Deloitte, the readiness to address the trend of workforce analytics is concerning. “After years of discussing this issue, only 8 percent reported that they have usable data and only 9 percent believe they have a good understanding of which talent dimensions drive performance in their organizations.” This further proves that there is a clear disconnect between executives planning to invest in workforce analytics and executives taking actionable steps to address it.

Discover the Power of Workforce Analytics
Workforce analytics is not just a pile of data; it is a strategic differentiator for an organization. In the past, the basic functionality for analytics was to look backwards and review rough historical data in an attempt to find meaningful correlations. Now, it’s possible for executives and managers, especially in the HR department, to take today’s data and look into the future to see how business decisions will affect the organization’s talent moving forward. It is important for organizations to understand in depth the power of workforce analytics and how they contribute to the growth and productivity of their organization.

Select an Analytics Advocate
To find true success with the evaluation, selection, and implementation of a complete workforce analytics system, organizations must empower the right individual. Success in the digital landscape requires a combination of many factors, including innovative processes, engaged talent, and new business models. While investment in digital strategies is essential for organizations looking to stay competitive within this evolving industry landscape, ensuring that you have the right talent in place to manage the technology is just as essential. With that said, having a data-driven analytical thinker who understands the importance of workforce analytics is imperative when making this transition to workforce management software.

 Ensure a User-Friendly Interface
When assessing an HR analytics platform, ensure that it is user-friendly so that the entire organization can easily access relevant information and reports. The simpler the interface, the better, as it must be designed for both the technical and non-technical user. That way, any department is able to harness the power of HR analytics to develop custom, in-depth reports that will provide innovative and actionable insight- without having to ask IT for help.

All in all, the use of workforce analytics can help identify trends as well as any issues or loss across departments that may not have shown up on the radar previously. The time is now to evaluate workforce management software and the impact it could have on an organization’s overall success.

This DATIS Blog was written by Stephanie Kaselis, DATIS, on June 29th, 2017 and may not be re-posted without permission.

Written by Stephanie Kaselis

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