The 2011 Workforce Management Trend Survey found that 51% of respondents find implementing changes to leave regulations “hard” or “very hard.” Fifty-seven percent believe there is increased scrutiny on compliance with leave laws. While the vast majority of respondents (68%) ranked “damaged employee morale” as the greatest impact of non-compliance, ahead of “litigation and fines.”
Based upon the participation of 800 senior HR practitioners, key findings of the study include:
• Sixty-seven percent of respondents stated the top function they rely on workforce management solutions is to address is “ensure compliance,” followed by “improve accuracy of time-based data” (52%) and “drive efficiency gains” (38%).
• Conducting business in a challenging economy continues to weigh on HR operations. Eighty-three percent of respondents indicated their HR technology budget has “remained flat” or “decreased.”
• During the past 12 months: 47% of organizations have not filled vacated potions, 45% have reduced the workforce, and 32% have reduced benefits.
• These factors appear to be contributing to employee burnout, as 83% of respondents indicated workers are more fatigued than in previous years (up from 81% in the 2010 survey)
In addition, the survye found that, despite the reliance on workforce management systems for ensuring compliance, only 17% of respondents reported that their existing systems provided 100% coverage. Nearly half of the organizations surveyed have commercial workforce management software in place, but still require some manual intervention to complete critical time and attendance, absence management, and labor scheduling activities.
“Above all, this survey clearly highlights the challenging position HR and payroll professionals are in today: addressing an increasingly complex set of compliance demands with an inefficient mix of automated and manual processes,” said Kevin Choksi, WorkForce Software’s CEO and Co-Founder, in a press release.
For more information, visit http://www.workforcesoftware.com/white-paper.
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