The Business Case for Workforce Management: How One Hospital Saved Money and Improved Scheduling with Infor WFM

COVID-19 has created a scheduling nightmare for hospitals. Many are reaching capacity limits amid losing staff due to layoffs, fear of returning to work, or mandatory quarantines. This has compounded existing problems, such as those faced by an Illinois-based health system, including a lack of visibility into staffing enterprise-wide, limited abilities due to outdated technology, trouble with biometric clocks, and selective policy enforcement. Incorporating Infor Workforce Management (WFM), the health system was able to lower costs, reduce turnover, and improve scheduling.

REplacing Legacy Systems

The healthcare organization recognized the need to upgrade its existing HR system, which had become obsolete and was no longer being supported by the vendor. When they examined Infor Workforce Management, the cost savings were significant compared to the current system. Moving to an all-in-one integrated approach to WFM as part of its existing Infor ERP allowed the health system to take advantage of modern technology and lower set up and annual subscription costs.

Infor Workforce Management

Infor Workforce Management allows organizations to realize the full value of their ERP solution. Any Human Capital Management solution that doesn’t include Workforce Management is, quite simply, not a complete solution.  Modern HCM includes staffing and scheduling and the ability to tie it to compliance and finance.  When integrated with the core pillars of ERP, supply chain, finance, and human capital management, WFM fosters improved communication across the business, as well as data capture and quality.

The unified approach results in a more robust and secure time and labor system that complies with local and federal laws, the ability to staff the right people with the right skills in the right roles, and increase employee satisfaction, resulting in lower turnover.  It also reduces cost and the need for multiple integrations. 

The health system partnered with Avaap to implement Infor WFM, including time and attendance, demand-driven scheduling, workforce scheduling, and absence management tools. The implementation kicked off­ in early first quarter, and the organization was live on the new system by summer. In addition to an on-time go-live, the project also came in on-budget.

While the CFO was concerned about integration with payroll, the implementation did not require any rework of the payroll system, since the health system was already operating Infor and the modules are designed to work together. This resulted in quicker deployment and minimal interruption to business operations.

Stronger Policy Enforcement

With its former processes, lack of policy enforcement led to pay policies being selectively enforced, increased payroll costs, and decreased employee satisfaction as well as higher rates of turnover. With Infor WFM, the health system was able to standardize and enforce pay policies across all departments, lower payroll costs, and ensure employees understood the processes and policies behind procedures, as well as confidence that policies are applied fairly across the organization.

While consistency and transparency are important, Infor WFM also allows flexibility where needed. This allowed departments to enforce rules, workflows, and policies that only apply to their business function.

Happy Employees, Happy Business

Employee engagement and satisfaction have improved with the addition of workforce management software. Anyone who works with hospitals knows that nurse scheduling is one of the main factors in nurse satisfaction, and this system has a direct impact.  Some departments have even moved to self-scheduling, allowing employees the flexibility to make changes to their own schedules throughout the day and for the coming week, while enabling team leaders to maximize skills, schedules, and agreed upon customer service levels.

Employees now have greater access to their own information and ability to keep it up-to-date, while managers have direct access to employee information and updates without having to wait for intervention from HR. With WFM in place, the hospital is better able to manage labor costs, increase staff engagement, and elevate its quality of care.

Ready to improve your hospital or health system’s scheduling and workforce management abilities? Get in touch with Avaap to learn how your organization can leverage Infor Workforce Management as part of your HCM strategy.

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COVID-19 has created a scheduling nightmare for hospitals. Many are reaching capacity limits amid losing staff due to layoffs, fear of returning to work, or mandatory quarantines. This has compounded existing problems, such as those faced by an Illinois-based health system, including a lack of visibility into staffing enterprise-wide, limited abilities due to outdated technology, trouble with biometric clocks, and selective policy enforcement. Incorporating Infor Workforce Management (WFM), the health system was able to lower costs, reduce turnover, and improve scheduling.

REplacing Legacy Systems

The healthcare organization recognized the need to upgrade its existing HR system, which had become obsolete and was no longer being supported by the vendor. When they examined Infor Workforce Management, the cost savings were significant compared to the current system. Moving to an all-in-one integrated approach to WFM as part of its existing Infor ERP allowed the health system to take advantage of modern technology and lower set up and annual subscription costs.

Infor Workforce Management

Infor Workforce Management allows organizations to realize the full value of their ERP solution. Any Human Capital Management solution that doesn’t include Workforce Management is, quite simply, not a complete solution.  Modern HCM includes staffing and scheduling and the ability to tie it to compliance and finance.  When integrated with the core pillars of ERP, supply chain, finance, and human capital management, WFM fosters improved communication across the business, as well as data capture and quality.

The unified approach results in a more robust and secure time and labor system that complies with local and federal laws, the ability to staff the right people with the right skills in the right roles, and increase employee satisfaction, resulting in lower turnover.  It also reduces cost and the need for multiple integrations. 

The health system partnered with Avaap to implement Infor WFM, including time and attendance, demand-driven scheduling, workforce scheduling, and absence management tools. The implementation kicked off­ in early first quarter, and the organization was live on the new system by summer. In addition to an on-time go-live, the project also came in on-budget.

While the CFO was concerned about integration with payroll, the implementation did not require any rework of the payroll system, since the health system was already operating Infor and the modules are designed to work together. This resulted in quicker deployment and minimal interruption to business operations.

Stronger Policy Enforcement

With its former processes, lack of policy enforcement led to pay policies being selectively enforced, increased payroll costs, and decreased employee satisfaction as well as higher rates of turnover. With Infor WFM, the health system was able to standardize and enforce pay policies across all departments, lower payroll costs, and ensure employees understood the processes and policies behind procedures, as well as confidence that policies are applied fairly across the organization.

While consistency and transparency are important, Infor WFM also allows flexibility where needed. This allowed departments to enforce rules, workflows, and policies that only apply to their business function.

Happy Employees, Happy Business

Employee engagement and satisfaction have improved with the addition of workforce management software. Anyone who works with hospitals knows that nurse scheduling is one of the main factors in nurse satisfaction, and this system has a direct impact.  Some departments have even moved to self-scheduling, allowing employees the flexibility to make changes to their own schedules throughout the day and for the coming week, while enabling team leaders to maximize skills, schedules, and agreed upon customer service levels.

Employees now have greater access to their own information and ability to keep it up-to-date, while managers have direct access to employee information and updates without having to wait for intervention from HR. With WFM in place, the hospital is better able to manage labor costs, increase staff engagement, and elevate its quality of care.

Ready to improve your hospital or health system’s scheduling and workforce management abilities? Get in touch with Avaap to learn how your organization can leverage Infor Workforce Management as part of your HCM strategy.