Over the past two years, COVID-19 pandemic has reshaped the workforce in many ways. More people work from home or other remote locations, meaning when and how they do their jobs has changed dramatically. And temporary and "gig" workers have also become a larger part of the workforce, presenting challenges and opportunities for organizations.
With more people working at multiple organizations simultaneously, and opting to change jobs as part of the Great Resignation, companies have been scrambling for workers — and for new ways to manage a hybrid, part-time, and contracted workforce that wants more flexibility and a better work-life balance.
Legacy workforce management systems in the past performed simple scheduling and reporting tasks. But many of those tools weren't set up to handle a dynamic workforce, flexible schedules and even a skills gap around managing hybrid workforces. (The latter is spawning the use of remote training and supervision tools via augmented reality (AR) platforms.)
The problem is real, and “it’s big,” according to Ritu Jyoti, group vice president for Worldwide Artificial Intelligence (AI) and Automation Research at IDC.
Siloed software
“Organizations are looking for connected capabilities,” Jyoti said. “They’re looking for an end-to-end solution. They want something that works on a public cloud, in a multi-tenant environment, with the modern web as well as mobile support. Right now, people are stitching things together here and there.”
That's been a problem at Amazon, for instance. It uses various types of software and algorithms to track employee time and attendance, oversee worker performance, and keep a record of employee disability leave. But those systems don't always work well together.
Last year, Amazon learned a hard lesson when employees began receiving termination notifications — even though they hadn’t been formerly fired or quit. A manual patch the company deployed to enable communications between its time and attendance monitoring algorithm and its employee-leave system failed to integrate the two systems.
Continue reading: https://www.computerworld.com/article/3650490/why-workforce-management-faces-a-daunting-post-covid-world.html
With more people working at multiple organizations simultaneously, and opting to change jobs as part of the Great Resignation, companies have been scrambling for workers — and for new ways to manage a hybrid, part-time, and contracted workforce that wants more flexibility and a better work-life balance.
Legacy workforce management systems in the past performed simple scheduling and reporting tasks. But many of those tools weren't set up to handle a dynamic workforce, flexible schedules and even a skills gap around managing hybrid workforces. (The latter is spawning the use of remote training and supervision tools via augmented reality (AR) platforms.)
The problem is real, and “it’s big,” according to Ritu Jyoti, group vice president for Worldwide Artificial Intelligence (AI) and Automation Research at IDC.
Siloed software
“Organizations are looking for connected capabilities,” Jyoti said. “They’re looking for an end-to-end solution. They want something that works on a public cloud, in a multi-tenant environment, with the modern web as well as mobile support. Right now, people are stitching things together here and there.”
That's been a problem at Amazon, for instance. It uses various types of software and algorithms to track employee time and attendance, oversee worker performance, and keep a record of employee disability leave. But those systems don't always work well together.
Last year, Amazon learned a hard lesson when employees began receiving termination notifications — even though they hadn’t been formerly fired or quit. A manual patch the company deployed to enable communications between its time and attendance monitoring algorithm and its employee-leave system failed to integrate the two systems.
Continue reading: https://www.computerworld.com/article/3650490/why-workforce-management-faces-a-daunting-post-covid-world.html
