How to De-rail A Business: The Cost of Failing to Transform WFM and HCM
The significant disruption to Queensland Rail passengers on Christmas Day points to the risks...
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The significant disruption to Queensland Rail passengers on Christmas Day points to the risks...
Why is there so much resistance to change in Workforce Management initiatives?
In delivering workforce management transformation, the approach to setting up for success eats methodology for breakfast.
The successful delivery of any project is grounded in having the right skills and the right people, and it is especially true for workforce management transformation
It is easy to configure a WFM solution within an inch of its life, but an ‘everything is configurable’ approach can lead organisations into unnecessary complexity.
If an organisation wants to gain the full benefits of Workforce Management (WFM), then the criticality of data and information needs to be recognised.
Migrating from an embedded, paper-based workforce management to an automated WFM delivers significant transformation for this Government Agency.
ERP implementations can be highly disruptive to business as usual and having a capability model in place to identify potential traps and gaps is imperative for successful delivery.