The following is a guest article by Bryan Jackson, Senior Director, Solutions at Atos.
The answer customers used to give when asking about what they want to get out of a new Workforce Management application used to be very simple; “we want the latest technology!”
New technology, unsupported vendor applications, rising labor costs, new compliance regulations, mergers, cloud and mobile technologies for remote workers have quickly grown in priority when organizations consider the value of a Workforce Management application. I entered this year thinking that 2020 would bring lots of new installs, upgrades and other projects, which it did for a few months, then crickets… As customers emerge from the past few months of readjusting to changes in business practices, workforces settling in to working remotely and new priorities for IT one thing stays consistent, Workforce Management remains at the top of most organizations lists and optimization is the new buzzword. Let’s explore what is driving upgrades, new implementations and optimization.
In the past, upgrades and new implementations were justified by improvements to the latest database or operating systems, perhaps support for a new browser or even the latest open source reporting technology. Today I hear Cloud, mobile, dashboards and deploy it quickly on almost every call. You can probably guess why technology is so important for Workforce Management today. What used to be considered remote sites are now employee’s homes and the technology must be flexible to meet their needs. Today’s workforce expects the same tools available to them regardless of where they are working, what devices they are using and what time of day they are working. Laptops that connect seamlessly to the company’s network, mobile technology that lets the employee work when they are on the go and easy to use video conferencing are expectations of employees these days. In addition, the move to Cloud has just jumped to the top of IT leaders list as these options exist without putting additional burden on understaffed departments and projects competing for their time. If they can have a few additional features that make the business processes easier and help impact the bottom line, then it is a victory for the organization. Which brings us to the second part of the equation, optimizations.
For years Workforce Management used to be setup, tested, and left unchanged for years and years. Today with all the competing projects, changes in technology and how the workforce works, many organizations are looking to optimize what they already own. I was the last person to think that optimizations would be the buzzword coming out of the middle of 2020, but in addition to the technology trends, is to do more with what you already own. If you can make small changes that streamline outdated business processes, put self-service or scheduling in the hands of employees on their phone and do it with something you currently own those are quick wins for the organization and employee morale.
A Workforce Management optimization typically takes a couple of weeks and can uncover many things, most of the time with quick fixes that can result in favorable results to the fiscal bottom line and without a lengthy upgrade. Optimizations help identify features that were never enabled, outdated business processes can be simplified or automated or maybe a customer just needs user adoption to help make sure the tools are being used properly. Recent Workforce Management optimizations I have reviewed included things such as: outdated security setups, business process changes to timecard approvals and integration updates. I’m always amazed at how many times I see setups and business practices from an original implementation that are still the current practices, sometimes when the system was installed ten plus years ago. Many times it’s the original software that is still in place.
I would be lying if I told you that technology changes and optimizations can be done in days or weeks. Optimizations can take time; business process changes are not done overnight and require management oversight and in some cases re-training and upgrades need to be planned out. A seasoned implementation partner might be the difference in having cool new optimized technology that changes with your organization or having years and years of the same old thing.
Give a Workforce Management implementer a call to start the journey.
About Bryan Jackson
Bryan Jackson has over 20 years of expertise in healthcare IT solution technologies. He currently has a background in consulting, solution offering and business assessments to help solve workplace operational issues in Workforce Management. Bryan also carries a degree in Business Management and enjoys golf and other outdoor activities.
Atos is a global leader in digital transformation with 120,000 employees in 73 countries and annual revenue of € 11 billion. Atos Positioned as a Leader in Gartner Magic Quadrant for Data Center Outsourcing, Hybrid Infrastructure Managed Services, Managed Workplace services, Cloud, Cybersecurity and High-Performance Computing, for Both Europe and North America, the Group provides end-to-end Orchestrated Hybrid Cloud, Big Data, Business Applications and Digital Workplace solutions through its Digital Transformation Factory.
Atos has completed one of the world’s largest hybrid migration and is a leader in hybrid orchestrated cloud for third year in a row according to Gartner Magic Quadrant.
The Atos healthcare business has a vast set of core competencies including a dedicated EHR team with a tremendous amount of experience with Epic and clinical data. This is complimented by the Atos Scientific Community, a global network of 150 scientists, engineers, and industry experts, playing an integral role in defining the solutions, products and innovation we bring to the market.
Atos is a proud sponsor of Healthcare Scene.