The new trends in human resources focus on balancing the scale between productivity and employee satisfaction, since it has been proven that a happy worker is much more beneficial to the company than one who is not committed to it. Just a few years ago, it was believed that financial compensation was enough for people to feel self-fulfilled and aligned with business objectives, but nothing could be further from the truth — there are many other factors, besides salary, that make an employee proactive and loyal to their company. To achieve this, various methodologies exist, and in this post, we specifically want to talk about workforce management — a set of strategies aimed at increasing efficiency and productivity within work teams.
To manage something, we first need to know what it is, so let’s define the term “workforce” and where it comes from. It refers to the mental and/or physical capacity to carry out a task necessary for an organization’s activities, and in turn, this workforce is divided into two types: skilled workforce and unskilled workforce.
The skilled workforce consists of employees with the technical knowledge and experience required to perform a specific job, while the unskilled workforce refers to those who lack the theoretical and practical knowledge needed.
The concept of “workforce” was coined by the thinker Karl Marx and was key to developing his doctrine on capitalism and his work Das Kapital, first published in 1867. In it, he proposed the “labor value” theory, which consisted of valuing a good or service in relation to the amount of effort required to produce it, rather than the utility that good might provide to its consumer or owner.
In a Workforce Management (WFM) system, various strategies are implemented with the goal of optimizing employee productivity and efficiency.
The three main objectives pursued by any WFM system are: optimization of human and material resources, improvement of productivity, increased employee satisfaction, and loyalty to the company. Below, we outline some strategies for workforce management:
This involves determining how many employees are needed in each shift and area of the company to meet demand and production goals. Factors such as seasonality, market trends, and required skills must be taken into account.
Schedules are developed to meet staffing needs, considering employee preferences, labor laws, and union agreements, if applicable.
Monitoring employee punctuality and attendance, recording hours worked, and managing absences and leaves. This may involve using time and attendance tracking systems.
High employee turnover is avoided by identifying and resolving issues that may be affecting workforce satisfaction and retention.
Developing employee performance tracking plans to provide feedback to HR, set goals, and offer professional development and training opportunities.
It is very important to distribute tasks and projects fairly among employees to ensure a balanced workload and prevent burnout. In addition, this helps promote equality among employees of the same level and prevents workplace conflicts.
Digital transformation has also reached team management, and we can now implement tools and technologies that enhance work efficiency, such as automation software, project management systems, and communication tools.
Designing training and development programs that help employees acquire new skills and advance their careers.
The use of data and metrics is the best ally for evaluating workforce performance, identifying trends, and making informed decisions for continuous improvement.
Ensuring compliance with all labor laws and regulations related to employment, including working hours, breaks, wages, and working conditions.
To enjoy the advantages of workforce management systems, prior planning, a deep understanding of company goals, and insight into how each team operates are essential — because what works for one may not work for another. Once all these factors are analyzed, the benefits of implementing WFM are several:
Labor cost optimization: thanks to planning and scheduling employee shifts, you’ll reduce unnecessary overtime costs and ensure efficient allocation of human resources.
Productivity improvement: optimizing the workforce and distributing tasks fairly contribute to overall productivity growth.
Reduction of errors and absences: tracking attendance and schedules helps minimize work errors and delays, as well as reduce absenteeism.
Employee satisfaction: better work-life balance significantly improves job satisfaction and contributes to talent retention.
Regulatory compliance: these systems help ensure compliance with labor laws and regulations regarding working hours, wages, breaks, and other legal aspects, reducing the risk of fines and penalties.
Improved decision-making: collecting and analyzing workforce data provides valuable insights for strategic decision-making.
Increased operational flexibility: a workforce management system enables companies to adapt more quickly to fluctuations in demand and changing customer needs.
Improved customer service quality: with well-scheduled and motivated employees, companies can provide better customer service, leading to enhanced reputation.
Reduction of workplace conflicts: fair and transparent scheduling, along with clarity in task and shift assignment, helps reduce labor disputes and improve relationships between employees and management.
Want to learn more about the new labor market, its innovations, and the most disruptive changes? Keep reading the Educa.Pro blog with us!
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