Reasons for the Slow Introduction of Workforce Management Systems
Article discusses some of the the reasons behind the slow adoption of employee scheduling, timekeeping and leave management systems.
The implementation of employee scheduling, timekeeping and leave management systems can fundamentally transform an organization. Many organizations recognize the value of implementing a workforce management system, but they rarely realize how powerful it can be.
Planning and time required are often underestimated by organizations when preparing for change. Here are some reasons why some changes could be delayed:
Lack Of Support by Top Management
Top management generally does not support the implementation of an employee scheduling, timekeeping and leave management systems, so it is a low priority for most organizations. In part, this can be attributed to top management's inability to see the connection between workforce management functions and profit, as they can with capital and fiscal resources.
Satisfaction With The Status Quo
Since there is so much tedious work involved in the development of an employee scheduling, timekeeping and leave management systems, in addition to the insufficient available staff, many HR managers decide not to implement one since they are already doing quite well with their current manual system. This is one of the strongest arguments against the computerization of the workforce management function.
Defensiveness About Revealing Workforce Management Operations
A computerized system can make the operations of a workforce management function more public. For example, line managers can have access to the system and request reports. HR managers are fearful of losing ownership of the function and are thus not eager to computerize. Luckily these types of HR managers are becoming obsolete as the new HR manager becomes a member of the top management team and actively participates in the company planning sessions.
Lack Of HRIS Knowledge And Skills by HR Managers
As the past professional education and training in HR does not normally include an employee scheduling, timekeeping and leave management component, many HR managers and professionals are poorly prepared to develop and implement such a system. This is one of the greatest obstacles within an organization.
