Keys to optimising workforce resources across the enterprise
| Published date | 12 October 2015 |
| Date | 12 October 2015 |
| Pages | 168-173 |
| DOI | https://doi.org/10.1108/SHR-08-2015-0062 |
| Author | Marcello Sambartolo |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
Keys to optimising workforce resources
across the enterprise
Marcello Sambartolo
Marcello Sambartolo is
Country Marketing
Manager – EMEA at
Workforce Software,
Brackness, Berkshire,
UK.
Abstract
Purpose –Optimising workforce resources has become increasingly complex, particularly for large
enterprises and those operating in multiple locations or countries. To be successful, human resource
(HR) and the organisation’s line managers need to be strategic and nimble – able to quickly and
decisively respond to any number of complex factors at a moment’s notice. These factors include
internal considerations, such as employee qualifications and availability, as well as external dynamics,
such as supply chain changes and expanding labour compliance regulations. Failure to respond
quickly can prevent organisations from being able to reach optimal productivity and performance goals.
Design/methodology/approach –Organisations seeking to achieve complete visibility should look
first to the three pillars of an effective workforce management strategy – demand, utilisation and
measurement – to better understand how they can be optimised to increase agility, improve customer
service and reduce labour costs.
Findings –Organisations that incorporate all three of these pillars – demand, utilisation and
measurement – into their ongoing workforce management strategy will see the greatest impact in terms
of increasing productivity and efficiency, as well as identifying new best practices that can be applied
across the enterprise. Investing in solutions and practices that support workforce optimisation can also
deliver greater agility, improved customer service and lower total costs.
Originality/value –The ability to manage change effectively, whether it stems from external or internal
factors, is critical to creating a sustainable, resilient organisation. Particularly because your workforce is
likely the greatest asset and contributor to your overall success, equipping HR and managers with the
right tools and data to increase effectiveness is essential to helping your organisation meet customer
expectations, respond to change quickly and effectively and drive measurable gains in business
performance.
Keywords Human resource management, Technology, Employee engagement,
Organization development, Strategy, Multinational
Paper type Viewpoint
Optimising workforce resources has become increasingly complex, particularly for
large enterprises and those operating in multiple locations or countries. To be
successful, HR and the organisation’s line managers need to be strategic and
nimble – able to quickly and decisively respond to any number of complex factors at a
moment’s notice. These factors include internal considerations, such as employee
qualifications and availability, as well as external dynamics, such as supply chain changes
and expanding labour compliance regulations. Failure to respond quickly can prevent
organisations from being able to reach optimal productivity and performance goals.
Yet, to achieve and maintain the agility and effectiveness needed, organisations must
constantly be aware of what is happening, and where, and how it impacts the business
across all locations and all employees – in real time.
Access to a complete and objective view of labour data becomes even more essential
when you consider that “day-to-day” conditions are rarely as predictable as we would like
them to be. For instance, unplanned absences can lead to lower productivity numbers or
PAGE 168 STRATEGIC HR REVIEW VOL. 14 NO. 5 2015, pp. 168-173, © Emerald Group Publishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-08-2015-0062
To continue reading
Request your trial