Workforce Management Toolkitfor Companies with Distributed Labor

includes:Keeping Customers Happy and Labor Costs Down

10 Steps to Preventing Labor Lawsuits: Facing Regulatory Compliance in Today’s Distributed Labor Environment

Workforce Management Systems Return $7.88 for Every Dollar Spent

8430 W. Bryn Mawr Ave. Chicago, IL 60631 1.877.800.EPAY ext. 9020 Fax: 773.499.7533 EPAYsystems.com

Do your front line managers groan each time they are confronted with a list of time and labor management activities with its compendium of daily, weekly, monthly and quarterly responsibilities? Do they fear that complying will take even more valuable time away from the number one priority: Keeping Customers Happy?

Deep down they know that these activities are an important part of making a satisfied customer. Daily time card review allows for a close watch on employee punctuality and overtime, which is crucial to controlling costs and helping your company’s bids to be more competitive. The ability to quickly communicate with your employees means that you can respond immediately to customer requests.

Managers who work for companies that have leveraged the technology available, investing in time and labor management systems, can take care of the myriad duties quickly and efficiently. This gives them extra time for customer interaction, as well as tweaking schedules and controlling costs.

Dameron Property Management is a case in point. Its success is heavily dependent on customer satisfaction. With employees dispersed at multiple worksites, keeping customers happy means management must not only be able to track attendance, scheduling and payroll, but also keep costs in line and communicate quickly with its labor force.

Prior to implementing a time and labor management system, it often took 24 hours before management knew there was a problem at a work site, but now they are alerted right away and can respond immediately, keeping customers happy.

Customer satisfaction is the name of the game. Real time scheduling and attendance data can give you the edge you need in today’s competitive environment, allowing for an immediate response, so that you can provide smooth, continuous service to your customers.

Paper systems, however, can be unwieldy, time consuming and awkward. They

Keeping Customers Happy and Labor Costs down

EPAY Systems provides cutting-edge time and labor management systems that keep employers in control and in compliance with labor laws and union rules, while reducing labor costs by an average of 5%. Our uniquely flexible, web-based BlueforceTM system can adapt to the most complex labor environments . . .even yours. How can we help you?

a speCiaL report For Companies witH distributed Labor

8430 W. Bryn Mawr Ave, Chicago, IL 60631 1.877.800.EPAY ext. 9020 Fax: 773.499.7523 www.EPAYsystems.com I-1

A Time and Labor Management System can do more than keep time

Field managers spend more time on customers and less time on payroll

Instant messaging facilitates customers’ requests

Real time scheduling adjustments meets customers’ needs

Employee no-show alerts help keep jobs staffed properly

Overtime alerts keep jobs on budget

Improved Customer Satisfaction

“Getting notifications from the system in real time enables us to proactively address a situation before it becomes a customer satisfaction issue. Not only are we able to meet our customer commitments and maintain the profitability on a job, but we’re able to better communicate with our customers on issues arising real-time.”

Melissa Kirkman, Vice President of Administration

Dameron

do not and cannot provide timely alerts, allowing you to quickly replace an employee who fails to punch in at an assigned work site or respond to a customer’s needs. That is why experts recommend investing in a digital workforce management system.

A good system can alert you to employee no-shows fast enough to get a replacement before your customer realizes someone’s missing, notify your employees to special customer requests and provide you with accurate, real-time data. This can add ease and efficiency to payroll administration and timekeeping, especially in a far-flung and complex environment, and generating reports for analysis and audits.

It is important that the data be not only timely, but accurate, says Frank Ruffolo, CEO of EPAY Systems, which specializes in managing workforce time and labor for companies. “Accuracy is the most important component in lowering administrative and payroll costs,” he says. “It allows management to pinpoint trends and compliance issues quickly and efficiently.” And that lets you serve your customers better.

There are several steps you can take to ensure that tracking data and staying on top of employee attendance is a high priority with your managers. While some tasks are specific to a particular company or industry, there are others that are relevant to all businesses and any size organization.

Over time, industries have developed a set of best practices, proven to help keep tabs on the number of employees at each job site, as well as improve cost control.

They include:

1. Review Payroll Trend DataFrequently

Payroll usually is the largest single cost factor for any business, which is why studying past payroll data helps managers budget and forecast future staffing needs. That, in turn, allows you to schedule more efficiently so that you have adequate resources and employees in the right places.

2. Run Reports Regularly toUnderstand Business NeedsRunning and analyzing reportscan be instructive, allowing youto quickly identify and respondto problem areas.

• Total Hours Worked Report:Shows hours worked during aspecified time by department;this includes regular, overtimeand paid time off, as well as shiftdifferentials or other pay codes

• Paid Time Off/Vacation Accrual:Shows you which employees have large or negative balances

• Overtime: Helps pinpoint bydepartment or cost center whereyou need to increase staffing orreview processes

• Attendance: Identifies employeeswho are chronically tardy orotherwise not adhering to theirwork schedules

3. Review Timecards DailyTrain your managers to reviewtimecards daily and make anycorrections as soon as possible.Your policies should requirea written sign-off from theemployee, acknowledging atimecard change. With a paperor card punch system this maytake a while to integrate into thepayroll process, especially in adistributed environment, butwith an employee time and labormanagement system, it takes

Distributed labor makes for complex labor

management. EPAY Systems can help!

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“The comprehensive auditing capabilities of our time and attendance management system will allow us to dramatically improve the organization’s compliance-related exposure,” says Richard Kindorf, Senior Vice President of ABM, a facility management service provider with employees in multiple environments and work sites. “In addition, the system’s robust suite of reporting tools has given us the ability to tightly manage our significant labor spend across our multitude of job classifications.”

Richard Kindorf, Senior Vice President

ABM

only minutes a day and is vital to maintaining current and accurate records for reporting and audits.

4. Keep Communication WithYour Employees OpenDeveloping a real timecommunication system allows youto get messages to your employeesquickly and efficiently, somethingthat can go a long way towardkeeping your customers andinternal end users satisfied andyour employees happy. There areseveral ways in which this can beefficiently accomplished, includingtime clock memos that employeescan read when they punch inor out, email or text messages.Often biometric time clocks caneasily receive messages, allowingfor even faster communication.Whether it is an ad hoc requestfrom a client or a change inprocedure, ensuring that youremployees know right away goesa long way toward customersatisfaction.

5. Put Your Employees in theDriver’s SeatToday’s hot ticket is an employeeself-service environment, inwhich they can see how manyhours they worked each timethey clock out. They can spoterrors immediately and havethem corrected just as quickly.Many systems allow them tocheck how much time off theyhave accrued and request dates, aswell as review their schedules andask for changes. Often they evencan print their own pay stubs,eliminating the company time,postage or overnight mail charges.This empowers employees andeliminates many of the day-to-daymanagement headaches.

6. Know Wage and HourRegulationsManagers are your first line ofdefense against wage and hour lawviolations, so it’s crucial that youthoroughly train them on laborlaw, as well as company policies,and require them to monitor andmanage compliance. This willsignificantly reduce your exposure.

7. Leverage an Automated Timeand Attendance SystemManual timesheets arecumbersome to maintain andmake the data more difficult totrack and retrieve. So, train yourmanagers to use the technologyavailable. A time and attendancesystem will automatically track anemployee’s time, ensuring accurate,fast information. They can becustomized to even the mostcomplex pay policies and shouldinterface with payroll systems.In the case of an audit, compliancedata is readily available.

8. Give Your Managers a ChecklistProviding your managers with achecklist can help save time andreduce errors. It impresses on themthe high priority that you place onthe outcome and reminds themof the importance of managingtimecards in real time, maintainingcompliance and compiling accuraterecords for analysis, planning andreporting purposes.

Dailya. Review Timecards

b. Run Overtime ReportsThis allows the manager tomonitor overtime costs andmake needed schedulingchanges quickly.

c. Review Employee Schedulesand Change RequestsSometimes scheduling feels

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It is important that the data be not only timely, but accurate, says Frank Ruffolo, CEO of EPAY Systems, which specializes in managing workforce time and labor for companies. “Accuracy is the most important component in lowering administrative and payroll costs,” he says. “It allows management to pinpoint trends and compliance issues quickly and efficiently.” And that lets you to serve your customers better.

Frank Ruffolo

Chief Executive Officer

EPAY Systems

like a chess game. Staying current on labor needs, as well as daily change and vacation requests allows for more control, keeping customers and employees happy.

Weekly

a. Review Timecards

b. Obtain employees’ permission for any changes made to timecard

c. Review Employee Schedules and Requests for Changes and VacationTime

d. Approve Timecards Before Payroll Deadline

Encouraging field managers to develop these kinds of routines can go a long way toward keeping customer satisfaction high, streamlining and improving labor management and controlling labor costs.

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Don’t become the defendant in a wage and hour lawsuit. Records from the Federal Judicial Caseload Statistics indicate that total labor law litigation in federal courts between 2010 and 2011 increased by 4.74 percent and of that, cases related to the Federal Fair Labor Standards Act (FLSA) went up by 15.24 percent in the same time period. (Source: www.uscourts.gov). The easiest and most direct way to avoid becoming one of these statistics is to ensure that you and your managers are not only trained and thoroughly conversant with the applicable laws, but also responsible for full compliance.

Make sure that your employees are properly classified under FLSA. Become conversant and compliant with your state labor regulations, as well as those in all of the states in which you do business.

Here are 10 steps you can take to prevent labor lawsuits:

1. Keep AccurAte recordsFLSA sets guidelines for record keeping. Follow them.

That sounds deceptively simple, but it’s the short version of the step that willgo a long way toward keeping you out of trouble. You will need accurate andcurrent data in order to be effective. Using a time and labor managementsystem makes this easier to do.

10 StepS to preventing Labor LawSuitS: Facing regulatory Compliance in today’s Distributed Labor environment

“Good data, and by that I mean accurate and easily accessible records, is the name of the game,” says Frank Ruffolo, CEO of EPAY Systems. “It can make the difference between winning and losing a labor lawsuit.”

a SpeCiaL report For CompanieS with DiStributeD Labor

Be especially careful about maintaining weekly pay records, even if the pay period is longer (bi-weekly, semi-monthly or monthly). It’s not unusual for a wage and hour claim to revolve around overtime payment, making current and accurate records especially valuable.

EPAY Systems provides cutting-edge time and labor management systems that keep employers in control and in compliance with labor laws and union rules, while reducing labor costs by an average of 5%. Our uniquely flexible, web-based BlueforceTM system can adapt to the most complex labor environments . . .even yours. How can we help you?

“The Federal courts

have seen a 325%

increase in wage

and hour claims

since 2001.

Source: Federal Judicial Caseload Statistics, www.uscourts.gov

8430 W. Bryn Mawr Ave, Chicago, IL 60631 1.877.800.EPAY ext. 9020 Fax: 773.499.7523 www.EPAYsystems.com II-1

For the same reason, track edits to time records, as well as documentation of the employee’s approval when the change was made.

If you use an outside vendor to maintain employee time records, make sure you know how they are stored, in what format and what the procedures are for quickly retrieving them.

Other records that might be useful include: security swipe histories (when employees swipe in or out of a building or parking structure) and phone and computer-use records.

FLSA requires that companies display an official poster of FLSA requirements. See the FLSA website for more information: http://www.dol.gov/whd/flsa/.

2. stAy current WithrelevAnt legislAtionLaws regulating employee pay vary by state and are subject to change. Your employees’ job descriptions and your company compensation structure also may shift over time and your policies and procedures need to change with them.

Differences sometimes do exist between federal and state minimum wage requirements, so it is doubly important to be conversant with these. For example, the federal minimum wage is $7.25/hour, but in California, state law sets it at $8.00. If you do business in California, you must comply with state law.

3. perform regulAr Jobfunction And pAyroll processing AuditsRegular reviews of job functions and pay practices allow Human

Resources professionals to guarantee that necessary changes are made quickly – one giant step toward helping protect your company from labor lawsuits. During the audit, check that all employees are properly classified and that each has been correctly compensated for all hours worked, including overtime.

When considering a time and labor management system, look for one that has built-in compliance audit features, particularly those that can handle any complex pay environments particular to your industry. These may include:

a. Reason Codes: Allow you to adda comment when changing timecards and time sheets

b. Audit Report: Tracks andhighlights time card changesresulting in net time changes

c. Hours Variance Report: Reportstime card changes resultingin net time changes alteredby someone other than theemployee

d. Submission/Approval RejectionNotification: Notifies managersof timesheet status changes

e. Predefined Roles: Users canonly perform specific functions;meets Sarbanes-Oxleycompliance requirements

f. Creation and ModificationTimestamps on All Records:Shows who created or modifieda record and when

g. Timesheets Status History:Reports who changed timesheetstatus and when

h. Payroll by Pay Group: Allowspayroll managers to identify

“The comprehensive auditing capabilities of our time and attendance management system will allow us to dramatically improve the organization’s compliance-related exposure,” says Richard Kindorf, Senior Vice President of ABM, a facility management service provider with employees in multiple environments and work sites. “In addition, the system’s robust suite of reporting tools has given us the ability to tightly manage our significant labor spending across our multitude of job classifications.”

Richard Kindorf, Senior Vice President

ABM

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distributed labor makes for complex labor

management. epAy systems can help!

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Changes in the workforce

make it imperative that

managers accurately classify

exempt and non-exempt

employees. This is made all

the more difficult because

often wage and hour laws

do not accurately reflect

new developments, such as

non-standard shifts and odd

management structures.

For instance, how do you

classify an assistant manager

who is in charge of a job

site? Exempt? Non-exempt?

Accurately categorizing

exempt and non-exempt

employees can mean the

difference between being

compliant or not.

all employees’ pay status and ensures complete payroll for each employee

i. Payroll Register Report: Showspayroll status for all employeesand validates payroll totals

j. Shift Exception Limits: Allowsfor grace limits on in/outpunching and lunch time;ensures managers know who islate and who is not complyingwith work schedules and lunchperiod limits

k. Minimum Wage Validation onExports: Ensures no accidentalminimum wage violations byallowing automatic pay rate resetsto minimum federal wage rates

l. Employee Portal: Allowsemployees to review time cards,time sheets, schedules, accrualrequests and balances andpay stubs

m. Employee Time Sheets on TimeClocks: Helps avoid payrollerrors by allowing employeesto view their time sheets ontime clocks

n. Track Accrual: Allows managersto log and review employees’time off and other accrualbalances

4. determine proper employee clAssificAtionFLSA defines minimum wage, overtime, record keeping and child labor. To comply with this law, employees must be appropriately classified as exempt from overtime or non-exempt (hourly employees entitled to overtime). For more detailed information, go to http://www.dol.gov/whd/flsa/. This website has everything from

basic information to fact sheets, posters and reference guides.

5. hire An expertIf you have questions or aren’t sure that you are complying, don’t guess; get help from an attorney who specializes in FLSA law or an experienced Human Resources professional. For more information on human resource specialties, contact http://humanresources.org/. Human Resources professionals can also help with auditing records.

6. trAin mAnAgersManagers are your front line in compliance. Training them is a good investment in time and resources. They are responsible for accurate timekeeping records and should understand that all questions about FLSA and company policy should go to Human Resources or upper management.

7. tAKe All complAints seriouslyAsk yourself these questions: do your employees know the company complaint process? Do they understand how it works? Is it confidential? Do you have a clear, non-retaliation policy? Not only is it crucial that employees know and understand the processes and policies, but it is imperative that employers keep comprehensive records of all complaints, investigations and responses. FLSA protects any employee who complains or has a grievance and the employer should have that documented as part of company policy. If disciplinary action is necessary, it should be applied consistently and fairly.

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8430 W. Bryn Mawr Ave, Chicago, IL 60631 1.877.800.EPAY ext. 9020 Fax: 773.499.7523 www.EPAYsystems.com

“Good data, and by that

I mean accurate and easily

accessible records, is the

name of the game. It can

make the difference between

winning and losing a labor

lawsuit.”

Frank Ruffolo

Chief Executive Officer

EPAY Systems

8. develop strong policiesDeveloping strong policies and training employees at all levels sends a clear message that adherence is important to the company. The non-retaliation principle is a perfect example. Emphasizing its significance to exempt and non-exempt employees alike sets the tone throughout the organization. Establishing and following through with penalties for non-compliance underscores the strength of your commitment to the procedures. Make sure each employee not only has a copy of company policies, but signs an acknowledgement of receipt.

9. educAte employees on compAny policies AndproceduresNew employee orientation should include:

a. How to complete time cards and use time clocks

b. Information about meals, rest or break periods and whether or not theyare paid

c. Overtime calculations and other wage and hour payments, such as shiftdifferentials, training and travel time

d. Penalties for failing to follow policies

10. understAnd proper ApplicAtion of WAge Andhour lAWsOvertime calculations vary with states, but FLSA mandates that overtime be paid at a rate of 1.5 times regular pay after 40 hours have been worked in a week. In California, however, state law requires non-exempt employees be paid overtime after working eight hours in one day. Know the laws in the states in which your company does business.

FLSA requires that employers pay non-exempt employees for travel and training time, workday preparations, meal breaks (under 20 minutes), rest periods (under 20 minutes), standby or on-call time, among other things.

For more information, check with http://www.dol.gov/whd/flsa. The American Payroll Association also is a good source of payroll related information: http://www.americanpayroll.org. Each year The American Payroll Association publishes Payroll Source, a state-by-state listing of compensation related requirements. It can be purchased at http://www.americanpayroll.org/product/14/73.

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Cloud

EPAY Systems provides cutting-edge time and labor management systems that keep employers in control and in compliance with labor laws and union rules, while reducing labor costs by an average of 5%. Our uniquely flexible, web-based BlueforceTM system can adapt to the most complex labor environments . . .even yours. How can we help you?

• Allowing employees who travel or work off-site to use mobile apps to checkschedules, request time off and interact with HR without leaving the job site

• Using Cloud delivery to rid a company of costly application managementtasks and enable employees to access WFM anytime, anywhere

• Using Cloud options to avoid upfront hardware and softwareinvestments, and outsourcing WFM system management, enablingallocation of scarce IT resources elsewhere

• Accurately capturing employee punch-in and punch-out times, eliminatingbuddy punching and allowing for payment for time actually worked

• Reducing overcompensation by better application of pay rules

• Providing real time data that can be used to reduce overtime

• Calculating complex and multi-tier pay rules

• Notifying managers of absenteeism in time to replace employees,allowing the operation to appear seamless to customers

Workforce Management systems (WFM) can provide a high return on your investment by delivering accurate, current data useful in cutting labor costs and increasing productivity. These system efficiencies can produce savings by:

Workforce ManageMent SySteMS return $7.88 for every Dollar Spent

A healthcare services company of 30,000 employees utilized manual and faulty time collection methods--leading to a variety of payroll errors.Workforce management processes were applied inconsistently across 3000 locations leading to further re-work and additional administrative costs.Additionally, payroll stub distribution caused the company to incur costs of more than $500,000 annually to manually print and distribute pay stubs.Upon implementing a time and labor management solution from EPAY Systems, the company reduced total labor costs by over 3%. They were also able to eliminate the costs associated with distributing paystubs.

a SPecIaL rePort for coMPanIeS WIth DIStrIbuteD Labor

8430 W. Bryn Mawr Ave, Chicago, IL 60631 1.877.800.EPAY ext. 9020 Fax: 773.499.7523 www.EPAYsystems.com III-1

Nucleus found the average

company gets back $7.88

back for every dollar

it spends on workforce

management. With such high

returns to be earned on these

technologies, management

teams should consider

WFM to be one of the

most attractive investment

opportunities available

to the CFO.

Nucleus Research is a leading provider of highly regarded technology research. The attached report represents a careful analysis of data garnered in an October 2011 Nucleus study of cost efficiencies realized from workforce management systems. We hope you find it interesting and useful.

Nucleus Research

The Bottom LineAlthough compensation tends to be a company’s largest cost, Nucleus found it is also one of the largest cost-reduction opportunities organizations have. In fact, a recent examination of Nucleus Research ROI case studies found the average company gets back $7.88 for every dollar invested in workforce management (WFM) applications. With such high returns to be earned on these technologies, management teams should consider WFM to be one of the most attractive investment opportunities available to the CFO.

In its recent Analytics Value Matrix (Nucleus Research l109 - Technology Value Matrix 2H2011 - Workforce Management, October 2011), Nucleus recognized leading WFM vendors that have advanced both the breadth and usability of their offerings. WFM applications provide core functionality in workforce scheduling, time and attendance, and leave management. Some vendors in this space also provide non-core functionality in areas such as human capital management and labor analytics.

With labor costs likely to increase as a result of macroeconomic factors such as payroll taxation and rising healthcare costs, Nucleus found companies are turning to WFM to control the costs of both acquiring and paying their employees. Nucleus analyzed its WFM-related ROI case studies on customers of the leading vendors in this space to identify the levels of returns as well as the types of benefits achieved. Analysts found that for every dollar the average company spends on workforce management, it gets back $7.88.

Non-U.S. deployments were normalized in dollars for comparison purposes.

Nucleus found that returns on WFM applications were significant for two reasons. First, WFM applications enabled organizations to reduce several types of overcompensation. Improved application of pay rules enabled organizations to avoid both error-driven payroll overpayments, as well as the granting of unearned paid time off. Reduced overtime was another source of savings. Using attendance-related data gathered by WFM applications, managers were able to reduce overtime by selectively assigning new shifts to employees least likely to incur overtime rates.

Increased productivity was the second primary driver of high returns from WFM applications. By automating labor-intensive processes such as time tracking, timesheet approvals, and the application of pay rules during the weekly payroll process, WFM improved productivity for workers, their managers, and payroll administrators.

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Distributed labor makes for complex labor

management. EPAY Systems can help!

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Benefits from mobile functionality and the cloud delivery of WFM capabilities were drivers of benefits in some of the more recent deployments examined by Nucleus. Mobile applications improve productivity by reducing the amount of time required for HR-related interactions such as leave requests and task assignments. Cloud delivery of WFM capabilities reduces costs in two ways. First, cloud delivery enables organizations to offload costly application management tasks such as legislative updates, patches, and database tuning. By enabling employees to access WFM capabilities at any time from anywhere, cloud delivery also reduces the amount of time workers spent on HR-related interactions.

WFM Vendors Deliver on Cost ReductionThe elimination of error-driven overcompensation was the most significant benefit delivered by WFM vendors. Nucleus found organizations overpay their employees by an average of 1.2 percent as a result of errors in attendance tracking and the application of pay rules. WFM users can eliminate the vast majority of these payroll overpayments by using devices such as bar-code scanners for attendance tracking and highly configured pay-rules engines for the calculation of payroll payments. Although time and attendance functionality is mature and well understood, Nucleus found many companies are still yet to adopt this relatively basic technology. Senior managers seeking a quick cost-reduction win should consider time and attendance automation as a way to reduce payroll overpayments:

• Challenged with a large number of part-time employees and work sitesthat made the application of pay rules extremely difficult, one universityearned $14.30 for every dollar invested in WFM as a result of a 93 percentreduction in its payroll error rate.

• By eliminating a paper-based and inconsistent set of practices for timetracking, one of the largest public school systems in the United States wasable to significantly reduced payroll overpayments and earned $35.90 foreach dollar invested.

Getting Beyond Time and AttendanceNucleus found 25 percent of customers realized more than $10 in benefits for every dollar spent and that 99 percent of those returns were direct benefits such as reductions to overtime, leave overcompensation, and payroll error. A primary success factor for these high-return investments was deployment breadth. The more an organization extended the benefits of better data collection, improved accuracy, and reporting to functions other than just time and attendance, the higher the returns were. A large baggage handling systems manufacturer earned $18.40 for every dollar it invested in WFM by using data gathered by the application to more efficiently and effectively perform labor-related cost analyses. By using time and attendance data to improve the accuracy of its customer billing, a business services provider earned $8.30 on each dollar invested in its WFM deployment. Other high-return WFM users boosted the benefits from their deployments by extending project scopes to overtime reporting, labor analytics, and the automation of leave tracking.

Nucleus found organizations overpay their employees by an average of 1.2 percent as a result of errors in attendance tracking and the application of pay rules. WFM users can eliminate the vast majority of these payroll overpayments by using devices such as bar-code scanners for attendance tracking and highly configured pay-rules engines for the calculation of payroll payments.

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Nucleus found many organizations no longer want to manage their own WFM applications, and have begun to embrace cloud delivery of WFM. By obtaining WFM functionality in the cloud, companies can reduce workloads for the IT department and dedicate scarce IT resources to more important tasks.

Going Mobile and The CloudOne benefit area where organizations saw returns was increased productivity from mobile technology and cloud-based applications. Leading workforce management vendors offer mobile apps that have broad functionality and are easy to use. Many customers have also begun to embrace cloud delivery of WFM as a way to reduce costs and dedicate IT staff to more important tasks.

MoBILE

Organizations that benefit most from mobile technology are those with large numbers of employees who travel or work offsite. By minimizing the time required from employees for HR-related interactions, mobile apps improve workforce productivity and have little impact on an employee’s normal workflow. Workers can perform such tasks as time tracking, checking schedules, or requesting time off, all from a device they are already familiar with and without having to leave their jobsites. A mobile application’s ease of use also increases productivity by helping deployment teams overcome adoption resistance and broadening WFM deployments.

ThE CLouD

Companies can also increase productivity by moving to the cloud. Nucleus found many organizations no longer want to manage their own WFM applications, and have begun to embrace cloud delivery of WFM. By obtaining WFM functionality in the cloud, companies can reduce workloads for the IT department and dedicate scarce IT resources to more important tasks, all while reducing costs and maintaining accuracy and security. By choosing to access cloud WFM, organizations also have lower per-seat costs and avoid upfront hardware and software investments.

ConclusionWFM deployments can be rolled out quickly and efficiently and help to minimize difficulties associated with an organization’s greatest cost: labor. Nucleus found organizations are turning to vendors with comprehensive WFM offerings in order to minimize costs and simplify deployments. With an average return of $7.88 for each dollar invested in WFM, companies should be looking to WFM as a high-return way to cut labor costs and increase productivity.

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Cloud