The desire to have workforce management improved, is one thing common in all businesses. However, management of the workforce has no longer been the same with the rise of: globalization, dubious economies, technology wonders, essential skills shortages, and mix of demographics and norms.
It would not be wrong to say that we are at the start–of the bottom half– of the workplace management’s revolution.
We here will evaluate the potential trends in technology, based on which, the face of the workforce management will be changed forever.
1. SaaS embraced future
“Software as a service (SaaS) is a software distribution model in which a third-party provider hosts applications and makes them available to customers over the Internet. SaaS is one of three main categories of cloud computing, alongside infrastructure as a service (IaaS) and platform as a service (PaaS)”.
— What is Software as a Service (SaaS), Definition from WhatIs.com
With the world being shifting to cloud-based solutions, the use of it –Cloud computing’s SaaS– is only a matter of time, as its importance to organizations is already manfited.
IHS estimated that, in 2014, SaaS-based workforce management solutions accounted for nearly $700 million in revenues, and forecasts this to grow to almost $1.4 billion by 2019.
Adoption of the Saas by the organizations is driven by the motivation of strategic advantages: the cloud-based SaaS lets customers in carrying the management of workforce management solutions over multiple sites, to host the software by outsourcing the necessary IT infrastructure, and the expense incurred is seen as an operational expense rather than a capital investment, most importantly. Over the next four years, the SaaS’ use is expected to grow upto 80 percent, courtesy of the benefits that it has to offer.
The use of SaaS-based workforce management –as, is expected to grow– will also pave way for a market with stable growth, as opposed to the market prior that had an unstable growth. Furthermore, as the life-time cost of SaaS is less expensive than that of perpetual license software, the workforce management solution software market will ultimately grow.
2. Biometric adopted future:
Yet another change predicted to have a place in the workforce management’s future is the use of Biometric terminals in place of the employment cards. IHS estimates that in 2013, biometric hardware terminals accounted for over one third of all hardware terminals sold globally, in terms of revenues, with most of this from sales of fingerprint terminals.
Factors motivating for the biometric adoption in the future involves:
Reduced biometric hardware’s cost: A reduction in the cost of the biometric hardware makes its price even with that of the employee-card attendances.
Authentic Employee attendances: The primary reason that will prompt the organizations in switching from standard attendance methods to the biometric terminals is the great level of employees’ attendance authentication. This is predicted not only to reduce the absenteeism within organizations, but also expected to have the employees showing time-disciplined mannerism.
Wider adoption of biometric technology. With many of the giant mobile companies now incorporating the biometric-based screen lock features. The trust on this very technology will start building from the homes of the very skeptical users– usually the company owners, who are skeptical about the transition from the standard attendance system to the biometric technology.
3. Artificial Intelligence Adopted Future:
While, there is no denial in a promising future, which shall see the revolutionary transformation of the workforce managers, there is much more to it; what for now, seems all-glitter. As the saying goes, “One man’s loss is another’s gain” seems to be perfectly fitting in an AI promised workforce future, where one owners’s gain would be many employees’ loss.
Workforce management’s future in reference to AI is promising and frightening at the same time.
Promising, as its ability to process large queries of data– quicker than any human ability– and its capability to act as a tool for better quantitative –workforce related– decision-makings, is not only phenomenal but ironically, sadly, and sarcastically inhumane as well.
However, at the same time, it is frightening because it is expected to have 40 percent of the workforce management be replaced by AI-based tools –that only in the financial services industry. For instance, BlackRock- a wall street investor, has signaled to replace human stock-pickers with AI-based tools or robots in the future.
4. Mobile-Application adapted work-management future:
With the world now been introduced to the performance and workforce management apps — as Asana, Squadly, Deputy. With all the benefits these apps have to offer– the enhanced productivity, the choice to remote work, much eased shift assigning to name a few,
it is quite certain, the workforce management’s future will be quite dependent on these mobile applications.
Previously, strictly pertaining to the clock in/out feature of these apps, it was thought that the employees will be taking an undue benefit from this feature, by clocking in from the location other than the office’s evidently, many of these interpretations were based on the ignorance to –the knowledge of– the functionality of these apps. Presently, however, the ease which comes with these apps is now manifest to the companies.
With the trust now being built, the benefits now manifested, it is a matter of time, when the mobile application adoption will be revolutionizing the very world of workforce management.