According to Bain & Company, optimizing the workforce and personnel planning is one of the central trends in the current world of work. Creating a balanced and resilient personnel structure is a decisive success factor here. This includes an optimal combination of full-time, part-time and temporary staff with different availabilities, working time models and qualifications. Likewise, companies must continuously ensure appropriate management-to-staff ratios by regularly adjusting the mix of lower, middle and upper management positions. This also enables organizations to cope with order and demand peaks over the long term and react to strategic business model changes at an early stage.
Positive shopping experiences for our customers, an attractive working time organization for our employees – digital workforce management optimally supports us in both strategic goals.
When it comes to HR planning, companies face the challenge of achieving a quantitative adjustment of personnel capacity to personnel requirements. This means effectively and efficiently reconciling fluctuating order situations in volatile markets with varying visitor and customer volumes. Thanks to high-performance algorithms and high-quality data, requirements can be anticipated and HR measures derived. HR costs are sustainably reduced, while turnover and service levels trend upwards.
Gain additional entrepreneurial flexibility by adapting annual holiday planning to periods of low demand or by shifting employee hours in the course of the year. Expensive, unproductive working hours can be measurably reduced. Cross-qualified employees or standby pools increases response capabilities across departmental boundaries. In addition to quantitative planning, qualitative planning of personnel based on strategically and operationally relevant qualifications is a key prerequisite. Promoting sustainable, breathing organizations with agile personnel processes.
Substantial planning security, a high degree of flexibility and the option of actively participating in the organization of working time – all this contributes to greater employer attractiveness. Balanced offerings of life-phase oriented part-time and full-time models for the young and ageing workforce strengthens the employer brand over the long term and for all employment groups. The sustainable design of work organization is a crucial success factor in the war for talent. A recent IWG study, for example, revealed that 83 percent of the respondents prefer an employer offering flexible working options.
Workforce planning is a strategic process that involves analyzing and forecasting an organization's current and future workforce needs to ensure it has the right talent in the right place at the right time. It is essential for businesses because it helps them align their workforce with their strategic goals, optimize resource allocation, and proactively address talent gaps.
While traditional workforce management concentrates on day-to-day staffing and scheduling, strategic workforce planning adopts a broader perspective. It encompasses far-reaching analysis, forecasting, and strategic decision-making to ensure that an organization possesses the appropriate talent, in the right locations, and at the opportune moments to realize its business objectives.
Organizations frequently grapple with issues like data integrity, the complexity of predicting future talent requisites, and adapting to dynamic market conditions. Moreover, aligning workforce planning with overarching strategic objectives and sustaining agility amidst rapidly changing business environments can also pose formidable hurdles.
Our solutions contribute to the effective utilization of workforce data for strategic planning purposes, promote workforce flexibility, and align with the unique requirements of your organization while ensuring compliance with labor regulations.
Successful strategic workforce planning offers benefits such as improved workforce productivity, reduced turnover, cost savings, increased competitiveness, and the ability to adapt swiftly to changing market conditions. It also ensures that organizations are well-prepared to meet future workforce challenges and opportunities.
ATOSS solutions encompass a range of features, including advanced analytics, automated scheduling, and workforce forecasting tools. These capabilities empower your organization to analyze historical data, predict future talent needs, and formulate actionable plans to align your workforce with your strategic business goals.
Utilizing workforce data for strategic planning purposes
ATOSS solutions provide robust data analytics capabilities, enabling your organization to scrutinize key workforce metrics, such as employee skills, performance, and demographics. This data-driven approach empowers you to make well-informed decisions when shaping your long-term workforce strategy.
Promotion of workforce flexibility, a key aspect of strategic planning
ATOSS solutions facilitate workforce flexibility by offering tools for managing part-time employees, contingent workers, and flexible scheduling options. This adaptability is crucial for aligning your workforce with changing market demands and evolving business needs.
Customized to suit the unique needs of your organization
ATOSS solutions are highly customizable to accommodate the specific needs and goals of your organization. Whether you have industry-specific requirements or unique workforce challenges, ATOSS can tailor its solutions to align with your organization's preferences.
Ensuring compliance with labor regulations
Our solutions incorporate labor law compliance features to help you adhere to local, state, and federal regulations. This minimizes compliance-related risks while ensuring that your workforce strategy remains aligned with legal requirements.