Workforce Trends of 2013

“What’s hot” and “what’s not” is ever-changing in the industry of Workforce Management.  Listed below are several key drivers I believe are expected to shape our industry in 2013.

Key drivers:

Big Data and Analysis—Today’s corporate decision makers seek much more than a general understanding of labor costs and requirements.  More than ever, data driven results are the cornerstone for validating ROHCE (Return on Human Capital Employed).

Mobile Technology— Employees and managers want to perform an increasing level of workforce tasks remotely.  Results from a recent Forrsights Networks and Telecommunications Survey indicate that 64% of firms in Europe and North America identify providing more mobility support for employees as a top priority.

Patient Protection and Affordable Care Act (PPACA) Compliance – Because of increased mandates, PPACA compliance will be a focus for many organizations in 2013.  U.S. based enterprises will need to determine what PPACA means for their organization, understand associated costs, and make informed decisions about labor scheduling and utilization.

Closing the Skills Gap – Competitive pressures, cost control measures and efficiency demands are forcing companies to remain flexible in their resource allocation decisions; both in terms of product and service offerings and labor structures needed to support them.  Outsourcing of many short term and project-based skill sets remains a huge priority and a means to remaining flexible with cost allocation decisions.  As such, demand for well positioned technology and knowledge-based consulting firms remains strong.

Employee Retention Programs— Across industries and geographic regions, employees owning “hot” skill sets and glowing industry reputations are once again favorite targets for executive recruiters and aggressively expanding industry competitors.  And while offense is always needed in order to win the game, when it comes to retaining the best employees, playing good defense is becoming critical.  Retention programs are being rethought, rebuilt and implemented with one goal in mind; Keep the best our industry has to offer working for us.

There is little debate that harnessing technology to drive efficiency will remain at the forefront of discussions concerning competitive advantages.   Leveraging the ROI that technology can create remains the key ingredient driving trends in workforce management.  It is an exciting time to be part of this industry, as even incremental technological and process changes can make significant marks on workforce management drivers.  Stay tuned!

Stefanie Baker – Senior Implementation Consultant, HRchitect

Stefanie Baker has more than 15 years of software   implementation and practical experience in the Human Capital Management industry.  Her areas of expertise in the HCM market include HRIS, Payroll, Workforce Management, Learning Management and Analytics. She has provided consulting services for numerous organizations including PwC, Talbots, YMCA, Carnegie Museum, nTelos, and US Chamber of Commerce.

Prior to joining HRchitect Stefanie worked at Ceridian where she led a transnational team in launching a new integrated Payroll/Workforce Management application.  As part of the deployment effort she authored dozens of reference and marketing materials, developed an internal configuration training program, and managed US and Canadian product roadmaps.

Stefanie has presented at a variety professional conferences and led numerous industry forums and discussions.  She is a member of the APA and SHRM and has earned professional certificates from both organizations.

Stefanie holds a BA from George Washington University and a MBA from Penn State.