Globalization and growth impose multiple imperatives in managing people and talent. There is more collaboration, more volatility in business, easier “hops” for people to other companies, more knowledge to handle and more distribution to manage.
Traditional workforce management involved streamlining and automation of routine business processes such leave and attendance tracking, payroll, recruitment, staff allocation and skill-set inventory.
In addition to the above, the new WFM paradigm needs the following perspectives :-
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Portfolio views
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Resource Utilization
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Individual Career Management
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Dynamic and optimum resource allocation
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Recruitment pipelines and efficiency
Last but not the least, such a paradigm needs to be well-integrated into regular HRIS and project tracking systems.
At MitoKen, we have spent several years researching on the people-knowledge-organization-tasks combination and have come up with a high ROI yielding model and tool for WFM.
It’s a complete system that maps entry-to-exit of an employee; tracks recruitment pipelines, allocates resources compares targets vs. forecast vs. actuals, and offers dynamic Career Planning & Skill Alignment. The solution provides ‘best practices’ for enterprise-wide resource distribution, utilization, forecasting and skill-competencies.
Key Benefits :-
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One-stop solution for all HRIS and WFM requirements.
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Ensure organization grows with right resources, right allocations and at the right time.
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Reduced hiring cycles, easy and efficient resource allocations, more accurate forecasting of resource needs.
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Scale up without competency-shortfalls and without any significant risks, and increase in support staff.
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Burning issue of “competency gap” is visible in such terms that you can manage it !
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Correct aggregated views & distribution by onsite/offsite, organization node, resource types, and domains.
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Helps the senior management do better scenario planning.
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Increased employee satisfaction and retention and increased customer satisfaction.
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