Based on this foundation and demand-based forecasts, workers are scheduled, tasks are assigned, performance is measured, feedback is provided and incentives are computed and paid.
[6] The need for social distancing imposed by the COVID-19 pandemic has brought about major changes in both employer's and employee's vision of remote work, which will likely have a long-lasting impact on workforce organization and management in the coming years.
By using a software solution[buzzword] for demand-oriented workforce management, planners can optimize staffing by creating schedules that at all times conform to the forecasted requirements.
[10] At the same time, a workforce management solution[buzzword] helps users to observe all relevant legislations, local agreements and the contracts of individual employees – including work-life balance guidelines.
This is achieved by establishing likely demand by analyzing historical data (such as the number and duration of customer contacts, sales figures, check-out transactions or orders to be handled).
Current and future staffing requirements, short-term peak loads, availabilities, holidays, budget allowances, skills, labour law-related restrictions, as well as wage and contractual terms have to be integrated into the planning process to guarantee optimal staff deployment.