NP: Unlike on-premise solutions, workforce management delivered as a service are easier to set-up, more cost effective and easier to maintain. This means business benefits can start to be delivered in a matter of days. With SaaS and cloud-based solutions SMEs no longer need to have (or be) an IT expert and buy and deploy servers.
Instead this is now taken care of remotely by the solution provider. What's more, such systems are also now accessible through multiple devices, such as mobiles and tablets, so managers and business owners can choose when and where they manage their staff. So for SMEs, just spending a couple of minutes responding to intelligent prompts on their device of choice could see them reduce absenteeism, control their labour costs and improving customer service.
TRP: What are the top three benefits of moving workforce management in the cloud?
NP: One of the main benefits of moving workforce management to the cloud is the speed of implementation. This enables SMEs to implement workforce goals faster, providing a rapid return on investment. Another benefit is the ability to re-assign staff to other priorities, by removing the need for in-house expertise to run, upgrade, and support the applications.
Finally, workforce management in the cloud also provides SMEs with the ability to scale the solution as their organisation grows. Many organisations start small, but as they develop, they experience a combination of different pressures and growing pains which affect productivity and performance of the workforce. By moving workforce management to the cloud, organisations can manage their employees in line with this growth, ensuring productivity is maximised at all times.
TRP: Is workforce management a blessing or a curse for employees?
NP: Most workers are comfortable with the notion of being monitored, as long as the reasons for doing so, and the benefits to the business and employees, have been clearly discussed and explained. In fact, according to our recent research, most workers recognise and accept the need for their employers to record annual leave, sick days and start and finish times.
It's also not just organisations that benefit from employee monitoring, but staff too. By monitoring employees shift patterns and labour, productive employees can be recognised and rewarded, while all employees can be confident that their wages are being calculated and processed correctly in accordance with the hours that they work.
TRP: Looking to the future, how do you see workforce management evolving for SMEs?
NP: Workforce management solutions are now much easier to purchase, deploy and own, which is why they are becoming far more widespread in terms of their use. The greatest increase we expect to see is more SMEs starting to use mobile devices to help manage their workforce. With mobile devices uniquely equipped to give employees the ability to respond to urgent events or unforeseen operational disruptions, SMEs are able to complete a wide range of workforce-related tasks from their own device and location, improving organisational productivity, efficiency, and agility.
