#1 Financial
Are current Time and Labor Management processes and systems designed to control spending and deliver ROI?
• WFM technology should drive cost reduction
• Plug any leakage
• WFM practices should help drive revenue
#2 Strategic
Are our WFM systems used daily to deepen follow-through on C Level
strategic goals at all levels?
• WFM rules and actions should be aligned to goals
• Use design reviews
• Measure the expected outcomes
• Map a course for evolution & mission success
#3 Operational
Has the process of labor management been deployed for maximum effectiveness and proven to contribute to operational success?
• We should up to date
• We include everyone & use everything
• We measure what’s important
• We connect operational goals to the application and people
#4 People & Positioning
Do we have the right people involved?
• The key players care about what’s most important
• Needed experts are included
• Someone is empowered to deliver change
• We understand our own value propositions
#5 Compliance
Do I understand my compliance risks?
• Rules and regulations are in force
• There are no gaps in Compliance Assurance
*From HCI.org
JUL
About the Author:
Deborah Brown (Debbie) founded Atlanta based D&B Consulting, Inc. in 1993 to provide executive career and leadership coaching, and executive career transitions and outplacement services to organizations and individuals. She is a Master Practitioner of the MBTI personality assessment and a Certified Social + Emotional Intelligence Coach® through the Institute of Social + Emotional Intelligence® of Denver, Colorado. Debbie earned the SPHR (Senior Professional in Human Resources) certification.