Are you getting the most out of your workforce data?

Chances are, you have a wealth of workforce data available to you – but turning this data into actionable and insightful data points can be a challenge.

Data is inarguably the worlds most valuable resource – from a workforce management perspective, it empowers smarter decision making, boosting profits and productivity. Data helps to give you the full picture of what’s going on in your workforce – spotting issues earlier, predicting changes, and identifying areas for growth.  

Workforce management data you should be capturing

Regardless of the system you use, you should be capturing these data points:

  1. Projected vs actual labour costs – how much did you plan on spending, versus how much you spent? This is key to understanding profitability and budgeting, a discrepancy could indicate that your workforce requirements are higher or lower than you had estimated.

  2. Projected labour demand vs actual labour demand – how many staff members did you think you needed versus how many you needed. If you’re sending people home early or calling in back-ups at the last minute, you’re misjudging demand – this will impact your projected vs actual labour costs and clocked hours too!

  3. Rostered vs clocked hours – are clocked hours more or less than those rostered, and if so, what is the pattern and the reason behind it? Are you under-rostering and having people stay back late? This can have serious implications on overtime requirements and may lead to disengaged staff if they always have to work late or aren’t working the hours they’d been rostered for.

  4. No-shows – how many workers are absent, how many of these are unauthorised, and how does the data change according to the staff role and shift details? If you regularly have absent workers on a particular shift or manager, this could indicate a problem. Likewise, it might be worth checking in on workers who call in more often.

  5. Late starts – what percentage of staff members start late, how late are they, and is there a pattern to this? People don’t like being late, so it may indicate that rostering needs to be adjusted slightly to allow for school drop-offs or in line with transport schedules.

  6. Worker engagement – how engaged are your staff and how does this fluctuate? This can be incredibly useful to identify issues quickly. If worker engagement on a team is low it might be a sign that management dynamics aren’t right – if it’s an individual, it might be worth reaching out to see whether they need some extra support.

These data points are incredibly useful when viewable on a per-shift basis, but then also team or department level on a weekly, monthly and annual basis.  

Data is an invaluable tool. It enables you to make informed, smart decisions. You will be better able to predict worker demand; spot issues early on for smoother day-to-day operations; and improve worker satisfaction, customer service, and your company’s bottom line.  

Humanforce Workforce Analytics

Humanforce’s workforce analytics and reporting capability empower smarter decision making by transforming key workforce data into actionable insights. At a glance, you can see what’s really happening in your organisation. With built-in reporting and custom dashboard options, you can rapidly identify staffing issues and make data-driven decisions that optimise your bottom line.

Our intuitive mobile app and biometric kiosks provide real-time visibility into your time and attendance data while facilitating team communication and collaboration anywhere, anytime, on any device.