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Whitepapers
At Axsium Group, we invest considerable time and money researching and publishing Workforce Management thought leadership. From industry-specific operational and technical best practices, to innovative implementation approaches, customer case studies and success-based lessons learned, Axsium leads the market in exploring new and effective means by which to leverage WFM for competitive advantage. The result is a wealth of knowledge that benefits the entire WFM ecosystem, from customers, to partners and software vendors.
Reset Your Workforce to Excel in the New Economy
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The recession has been challenging for retailers. Most retailers report that 2009 revenue was comparable to 2006, and not surprisingly, labor has been cut as revenue dropped. Based on an Axsium study, employment levels and sales per labor hour were at 2005 levels, and hours for the remaining staff dropped to the lowest levels since 1992!
Now, in 2010, retailers are focused maximizing the customer experience. How are retailers going to support those key initiatives with its current staffing levels? How are retailers going to control costs to maintain profitability without hiring more staff? The answer lies in their labor model: Retailers need to revamp their labor model to thrive in a post-recessionary world.
Read Axsium’s latest whitepaper to learn how your workforce and labor model are key to exiting the recession gracefully.
Balanced Labor Model
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The economy is shrinking, profit margins have evaporated, jobs are disappearing and consumers both big and small are keeping their powder dry. How can an organization survive this perfect storm of economic conditions?
A consensus is growing among many different organizations across a variety of industries that, in these trying economic times, effective management of labor will be the most important factor in financial and operational success.
Workforce Management Best Practices in Healthcare
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Leading healthcare organizations have for some time now embraced the potential of Workforce Management (WFM) solutions. However, even some early adopters fail to reap the maximum benefits from this technology. This unrealized potential is the product of a common inability: Many organizations are simply not sure how to take their systems to the next level to achieve a maximum return on investment -- given the current economic climate, achieving ROI is more critical than ever.
Balanced Scorecard Approach
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Your organization has recently selected, configured and deployed a sophisticated Workforce Management (WFM) solution. When the project started 18 months ago, the goal was simply to gain control over labor costs and automate the processes related to time and attendance and scheduling. Now that the project is complete, how will you determine if the solution is everything you hoped for? Have the dollars and time invested resulted in any measurable return?
Empowering the Hourly Workforce Through Enterprise Workforce Mangement
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 Listen to the Podcast with Tim Lett
Organizations undertaking an enterprise workforce management (WFM) initiative typically focus on acquiring the business tools to control labor costs and improve productivity. Modern WFM solutions achieve these goals through the implementation of automated time and attendance, scheduling, and leave management systems that not only enhance manager productivity, but also generate the detailed data about labor costs that will help lower overall costs and increase revenue.
However, in the rush to embrace this new technology, many companies overlook other equally important benefits. At the top of the list of overlooked benefits is the impact from enterprise WFM on the attraction, retention, and motivation of a company’s most important asset: its employees.
With the need to recruit and retain top talent from an ever-shrinking pool, it’s ironic that very few organizations consider how these solutions can improve the day-to-day life of the average hourly employee. By automating and streamlining the systems that manage the commodities important to hourly employees, WFM provides the means to empower and motivate employees.
Workforce Institute
November 2008
Enterprise-Wide Workforce Management: The Next Strategic Initiative for the Manufacturing Industry
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Manufacturing industry leaders have embraced initiatives such as Lean Manufacturing and Six Sigma to streamline, measure and monitor their supply chains and internal processes. However, even industry leaders often overlook labor as a critical area to be optimized. Enterprise-wide Workforce Management (WFM) allows organizations to reduce labor costs, enhance compliance, increase productivity and report more accurately on labor distribution. WFM also helps manufacturing companies face other current challenges such as the management of globally dispersed workforces, a shortage of skilled workers and demands for shorter production timeframes.
Key to WFM Success: Organizational Transformation within the Payroll Department
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The implementation of a Workforce Management project can have a significant and profound impact on the payroll department. However, to achieve the best results, the department’s staff and management must be fully prepared to make the move from manual time and attendance collection to an automated system and streamlined processes. Intensive training, change management and recruitment of staff will be required if the organization is going to embrace the new technology and use it to produce a strategic value to the business.
Creating an Environment of Continuous Improvement Through Enterprise WFM
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More and more organizations are coming to the realization that enterprise Workforce Management (WFM) solutions offer the greatest opportunities to gain competitive advantage over the long term. Regardless of the amount spent annually on labor costs, these organizations understand that lasting success is impossible without having a best-in-class performing workforce.
Some companies that invest in a WFM system believe simply implementing a centralized system is “the end of the road.” Once on-line, the company can just sit back and enjoy the benefits of this new technology, and re-assign implementation personnel to new projects.
Driving Store Execution Through Enterprise Workforce Management
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With intense competition and razor-thin margins, more and more retailers are struggling to execute their corporate vision at the store level. Unfortunately, many retailers attempt to tackle these industry realities without a strategy and supporting systems to effectively utilize labor and prioritize tasks at the store level. As a result, leading retailers are turning to advanced Workforce Management solutions to ensure proper staffing levels and prioritize store-related tasks.
Using case studies and real world examples, Axsium’s latest white paper offers tangible evidence that retailers can simultaneously overcome labor challenges and increase top line revenue growth. While first examining the current state of workforce management in retail, Axsium dissects the benefits of strategically introducing a multifaceted implementation plan.
Workforce Management Solution Implementation Best Practices
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Is your organization considering implementing an enterprise Time and Attendance, Scheduling, Leave Management or Attendance Management solution? Can you confidently state that your organization is adequately prepared for this project, which has the potential to impact each and every employee in the company? Proper planning, preparation and execution of an enterprise Workforce Management project requires a careful balance of technical, functional and operational considerations.
Unfortunately, many organizations focus exclusively on the technology, ignoring the change management risks and the opportunities to make improvements from a business and operations perspective. The end result is a solution that fails to meet stakeholders' expectations. This comprehensive whitepaper outlines the challenges and risks unique to Enterprise WFM solution deployment and the proven strategies and best practices your organization can use to ensure solution success.
Managing Compliance Risk through Enterprise Workforce Management
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Sarbanes-Oxley; Fair Labor Standards Act; State and Local Wage and Labor Laws. Failing to comply with labor-related legislation these days can cost companies millions of dollars in penalties and fines. Examples abound of companies named in multi-million dollar class action lawsuits related to violations of federal, state or provincial wage and employment laws.
According to a recent Radford Survey, the greatest compliance challenges reported by companies include:
1) Interpreting regulations, 2) Understanding differences between state and federal requirements and 3) Employee and/or manager communication about regulatory compliance. This whitepaper explains how Enterprise Workforce Management solutions, in the form of automated Time and Attendance, Leave Management, Attendance Management, Scheduling and Employee/Manager Self Service can insulate companies against non-compliance risks and costly class action lawsuits.
Workforce Management Solution Strategy
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Each and every year, organizations spend millions of dollars implementing Enterprise Workforce Management solutions in the form of automated Time and Attendance, Scheduling, Leave Management and Attendance Management. In most cases, the expectations from stakeholders, executives and rank-and-file employees are significant and varied. Without an effective Solution Strategy however, the actual implementation process and resulting solution are likely to be disappointing and full of surprises.
Why and how should you develop an effective Workforce Management strategy? Read this whitepaper to discover how a simple, disciplined exercise can set the tone for the entire project and ensure both hard-dollar Return on Investment and stakeholder expectations are met.
Organizational Readiness and Enterprise Workforce Management
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Organizational Readiness is a business and technology project management discipline that governs the delivery of Workforce Management solutions, ensuring the final solution meets the goals originally established by the organization. Organizational readiness is concerned with the full lifecycle of a WFM solution from Problem Assessment through to Production and the flow of information from each step to the next. The objective of an organizational readiness strategy is to ensure the various business and organizational units impacted by the solution are involved and prepared for the solution throughout each phase of the initiative. This approach focuses on maximizing the involvement of the end-users in the implementation project, by asking, at each step of the solution deployment lifecycle: “If the system were to go-live in production today, would the organization be ready?” Read this whitepaper to understand how this simple project management discipline can help your organization avoid the mistakes that can result in low user adoption rates and poor satisfaction levels.
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