Top 153 Workforce Analytics Criteria for Ready Action

What is involved in Workforce Analytics

Find out what the related areas are that Workforce Analytics connects with, associates with, correlates with or affects, and which require thought, deliberation, analysis, review and discussion. This unique checklist stands out in a sense that it is not per-se designed to give answers, but to engage the reader and lay out a Workforce Analytics thinking-frame.

How far is your company on its Workforce Analytics journey?

Take this short survey to gauge your organization’s progress toward Workforce Analytics leadership. Learn your strongest and weakest areas, and what you can do now to create a strategy that delivers results.

To address the criteria in this checklist for your organization, extensive selected resources are provided for sources of further research and information.

Start the Checklist

Below you will find a quick checklist designed to help you think about which Workforce Analytics related domains to cover and 153 essential critical questions to check off in that domain.

The following domains are covered:

Workforce Analytics, Workforce management, Agner Krarup Erlang, Customer relationship management, Enterprise resource planning, Field service management, Healthcare, Human resource management, Human resource management system, Human resources, Meeting scheduling tool, Production planning, Project management, Project workforce management, Schedule, Service lifecycle management, Strategic service management, Supply chain management, Time and attendance, Time management, Time tracking software, Work-life balance, Workforce optimization:

Workforce Analytics Critical Criteria:

Examine Workforce Analytics decisions and inform on and uncover unspoken needs and breakthrough Workforce Analytics results.

– According to research by MIT and IBM, top-performing companies are three times more likely than lower performers to be sophisticated users of analytics. These early adopters of workforce analytics simply outperform. Organizations at the highest levels of talent analytics practice, including the adoption of workforce analytics, have 8% higher sales growth, 24% higher net operating income growth, and 58% higher sales per employee. How can you achieve similar business results?

– Who are the people involved in developing and implementing Workforce Analytics?

– Will Workforce Analytics deliverables need to be tested and, if so, by whom?

Workforce management Critical Criteria:

Coach on Workforce management quality and attract Workforce management skills.

– What are all of our Workforce Analytics domains and what do they do?

– Are there Workforce Analytics problems defined?

– Are we Assessing Workforce Analytics and Risk?

Agner Krarup Erlang Critical Criteria:

Tête-à-tête about Agner Krarup Erlang strategies and question.

– Think about the kind of project structure that would be appropriate for your Workforce Analytics project. should it be formal and complex, or can it be less formal and relatively simple?

– Do we monitor the Workforce Analytics decisions made and fine tune them as they evolve?

– What are your most important goals for the strategic Workforce Analytics objectives?

Customer relationship management Critical Criteria:

Design Customer relationship management visions and budget the knowledge transfer for any interested in Customer relationship management.

– Can visitors/customers easily find all relevant information about your products (e.g., prices, options, technical specifications, quantities, shipping information, order status) on your website?

– Why would potential clients outsource their business to us if they can perform the same level of Customer Service in house?

– Is a significant amount of your time taken up communicating with existing clients to resolve issues they are having?

– Can we establish a new market segmentation strategy focused on potential profitability and willingness to purchase?

– Do you really need to store every piece of information you collect (e.g., maybe you just need it one time)?

– Does the average call time provided include both inbound and outbound calls?

– Is the installed memory sufficient, based on installation recommendations?

– How many current users will maintain and access the crm program?

– How often do you fully test your disaster recovery capabilities?

– What are the basic activities of customer life-cycle management?

– Are the application host process shut-down options acceptable?

– Does the current CRM support communication of Tier 3 requests?

– Is it easy for your visitors or customers to contact you?

– Is the Outlook synching performance acceptable?

– How do you structure your account teams?

– Is the metadata cache size acceptable?

– Do they always buy the same thing?

– Is the memory load acceptable?

– Can metadata be loaded?

– Who Are Our Customers?

Enterprise resource planning Critical Criteria:

Accelerate Enterprise resource planning adoptions and correct Enterprise resource planning management by competencies.

– A compounding model resolution with available relevant data can often provide insight towards a solution methodology; which Workforce Analytics models, tools and techniques are necessary?

– Are there any disadvantages to implementing Workforce Analytics? There might be some that are less obvious?

– What are current Workforce Analytics Paradigms?

Field service management Critical Criteria:

Cut a stake in Field service management results and overcome Field service management skills and management ineffectiveness.

– The landscape of field service is continuously transforming. to become truly customer focused, field service organizations must take field excellence beyond scheduling technical appointments and closing customer complaints. so how can proactive fsm support this goal?

– Do you take into account the multiple points along the way, that could have been leveraged to increase customer delight?

– What is the total cost related to deploying Workforce Analytics, including any consulting or professional services?

– What competencies should service organizations develop to shift from reactive fsm to proactive fsm?

– Do your employees have the tools they need to respond to customer needs effectively and consistently?

– What if extending the services you offer to meet increasing customer needs was profitable?

– Your employees speak different languages. can your business solution handle it?

– What challenges are your customers facing in their field Service Operations?

– Do we know of good field Service Management dispatch software?

– What are the short and long-term Workforce Analytics goals?

– What are some of our options for field Service Management?

– What types of solutions are your customers evaluating?

– What are the best apps for field service management?

– When and where does the work need to be done?

– What does the field technician need to do?

– When does the work need to be completed?

– How is this accomplished in practice?

– What if your customer is a machine?

– Who needs to provide the work?

Healthcare Critical Criteria:

Concentrate on Healthcare decisions and know what your objective is.

– What are the disruptive Workforce Analytics technologies that enable our organization to radically change our business processes?

– What are some new technologies and methodologies that are disrupting the healthcare industry?

– Are we making progress? and are we making progress as Workforce Analytics leaders?

– Do you monitor the effectiveness of your Workforce Analytics activities?

– Will this Translate to Lower Healthcare Costs for Patients?

Human resource management Critical Criteria:

Wrangle Human resource management issues and find out.

– Who is the main stakeholder, with ultimate responsibility for driving Workforce Analytics forward?

– How do we know that any Workforce Analytics analysis is complete and comprehensive?

– What vendors make products that address the Workforce Analytics needs?

Human resource management system Critical Criteria:

Nurse Human resource management system tactics and question.

– In a project to restructure Workforce Analytics outcomes, which stakeholders would you involve?

– Is Workforce Analytics Realistic, or are you setting yourself up for failure?

Human resources Critical Criteria:

Illustrate Human resources outcomes and improve Human resources service perception.

– Does the information security function actively engage with other critical functions, such as it, Human Resources, legal, and the privacy officer, to develop and enforce compliance with information security and privacy policies and practices?

– Do we have processes for managing Human Resources across the business. (eg. staffing skills and numbers are known and predictions are made of future needs? new staff are inducted and trained to suit needs? succession planning is catered for?

– If there is recognition by both parties of the potential benefits of an alliance, but adequate qualified human resources are not available at one or both firms?

– Have we adopted and promoted the companys culture of integrity management, including ethics, business practices and Human Resources evaluations?

– Under what circumstances might the company disclose personal data to third parties and what steps does the company take to safeguard that data?

– How often do we hold meaningful conversations at the operating level among sales, finance, operations, IT, and human resources?

– What finance, procurement and Human Resources business processes should be included in the scope of a erp solution?

– Are there cases when the company may collect, use and disclose personal data without consent or accommodation?

– Does the cloud service provider have necessary security controls on their human resources?

– Where can an employee go for further information about the dispute resolution program?

– What are the record-keeping requirements of Workforce Analytics activities?

– Is the crisis management team comprised of members from Human Resources?

– How is The staffs ability and response to handle questions or requests?

– Are there types of data to which the employee does not have access?

– What will be your Human Resources needs for the first year?

– To achieve our vision, what customer needs must we serve?

– Does the hr plan make sense to our stakeholders?

– How is the Ease of navigating the hr website?

– Does the hr plan work for our stakeholders?

– Is the hr plan effective ?

Meeting scheduling tool Critical Criteria:

Design Meeting scheduling tool adoptions and triple focus on important concepts of Meeting scheduling tool relationship management.

– What will be the consequences to the business (financial, reputation etc) if Workforce Analytics does not go ahead or fails to deliver the objectives?

– How do we make it meaningful in connecting Workforce Analytics with what users do day-to-day?

– What is our formula for success in Workforce Analytics ?

Production planning Critical Criteria:

Examine Production planning adoptions and define Production planning competency-based leadership.

– Does the Workforce Analytics task fit the clients priorities?

– Is the scope of Workforce Analytics defined?

Project management Critical Criteria:

Drive Project management failures and pay attention to the small things.

– Agile project management with Scrum derives from best business practices in companies like Fuji-Xerox, Honda, Canon, and Toyota. Toyota routinely achieves four times the productivity and 12 times the quality of competitors. Can Scrum do the same for globally distributed teams?

– From an organizational perspective, what are the trade-offs involved in shifting all project management to an agile approach, versus maintaining a mixed portfolio of agile and traditional development?

– Are there implications for the observed success of agile to date that reflects on our larger understanding of organizations and their fundamental nature?

– Are your current project management and time and expense capture applications outdated and expensive to update and maintain?

– Will the metrics and measurement techniques to determine project success (or failure) need to change?

– How difficult is agile project management for outsourced or off-shored projects?

– Do project management and Change Management look the same for every initiative?

– Will reporting methods be different for agile versus traditional projects?

– How will jettisoning certain processes and structure impact the business?

– What project management qualifications does the Project Manager have?

– Does implementation of project management require a culture change?

– Operationally, what does project management integration mean?

– Why are project management models not used in maintenance?

– How will stakeholders and customers react to the change?

– What type of certificate will be awarded and by whom?

– What is the meaning of success in this context?

– Why should we adopt a Workforce Analytics framework?

– Are we ready to execute an agile project?

– So then, what is a virtual team?

– Who is a customer?

Project workforce management Critical Criteria:

Match Project workforce management planning and give examples utilizing a core of simple Project workforce management skills.

– Are there recognized Workforce Analytics problems?

Schedule Critical Criteria:

Audit Schedule tactics and define what our big hairy audacious Schedule goal is.

– Does the tool in use have the ability to integrate with Active Directory or sync directory on a scheduled basis, or do look-ups within a multi-domain forest in the sub-100-millisecond range?

– Are items returned for calibration as scheduled and/or when found to have broken calibration seals, damaged, or malfunctioning?

– What additional schedule (and cost) would be required if they continued at historical or any other lower burn rates?

– Budget and Schedule: What are the estimated costs and schedules for performing risk-related activities?

– Schedule feasibility. can the solution be designed and implemented within an acceptable time period?

– Does the deployment schedule call for installations at a typically rainy time of year?

– Were sponsors and decision makers available when needed outside regularly scheduled meetings?

– Has extra weight been scheduled in geographic areas of high sales potential?

– What is a formalized approach for developing a project schedule?

– Optimising schedules in terms of memory port and ALU uses ?

– Schedule & Phases – How long will this take?

– Are we constrained by a predefined schedule?

– Schedule -can it be done in the given time?

– Cost schedule impact analysis required?

– How to deal with Workforce Analytics Changes?

– Do you have an up-to-date schedule?

– Do you keep 50% of your time unscheduled?

Service lifecycle management Critical Criteria:

Contribute to Service lifecycle management governance and grade techniques for implementing Service lifecycle management controls.

– What are the key elements of your Workforce Analytics performance improvement system, including your evaluation, organizational learning, and innovation processes?

– Marketing budgets are tighter, consumers are more skeptical, and social media has changed forever the way we talk about Workforce Analytics. How do we gain traction?

Strategic service management Critical Criteria:

Use past Strategic service management engagements and observe effective Strategic service management.

– Who is responsible for ensuring appropriate resources (time, people and money) are allocated to Workforce Analytics?

– Do we have past Workforce Analytics Successes?

Supply chain management Critical Criteria:

Examine Supply chain management engagements and point out improvements in Supply chain management.

– How do supply chain management systems coordinate planning, production, and logistics with suppliers?

– What makes cloud computing well suited for supply chain management applications?

– What is TESCM tax efficient supply chain management?

– Who needs to know about Workforce Analytics ?

– Is Workforce Analytics Required?

Time and attendance Critical Criteria:

Transcribe Time and attendance results and shift your focus.

– Will new equipment/products be required to facilitate Workforce Analytics delivery for example is new software needed?

– Is there a Workforce Analytics Communication plan covering who needs to get what information when?

Time management Critical Criteria:

Reorganize Time management governance and proactively manage Time management risks.

– Tell me about your preferred coaching style. I especially want help with (organizational change, leadership, life balance, vision, relationships, time management). how would you help me with that?

– Are basic time management techniques being used to ensure that the implementation process is efficient?

– Have the types of risks that may impact Workforce Analytics been identified and analyzed?

– Does our organization need more Workforce Analytics education?

Time tracking software Critical Criteria:

Demonstrate Time tracking software failures and devote time assessing Time tracking software and its risk.

– What are the top 3 things at the forefront of our Workforce Analytics agendas for the next 3 years?

Work-life balance Critical Criteria:

Scrutinze Work-life balance issues and plan concise Work-life balance education.

– At what point will vulnerability assessments be performed once Workforce Analytics is put into production (e.g., ongoing Risk Management after implementation)?

– What role does communication play in the success or failure of a Workforce Analytics project?

Workforce optimization Critical Criteria:

Mix Workforce optimization governance and prioritize challenges of Workforce optimization.

– How do you determine the key elements that affect Workforce Analytics workforce satisfaction? how are these elements determined for different workforce groups and segments?

– When a Workforce Analytics manager recognizes a problem, what options are available?

– How will you know that the Workforce Analytics project has been successful?


This quick readiness checklist is a selected resource to help you move forward. Learn more about how to achieve comprehensive insights with the Workforce Analytics Self Assessment:

Author: Gerard Blokdijk

CEO at The Art of Service |

Gerard is the CEO at The Art of Service. He has been providing information technology insights, talks, tools and products to organizations in a wide range of industries for over 25 years. Gerard is a widely recognized and respected information expert. Gerard founded The Art of Service consulting business in 2000. Gerard has authored numerous published books to date.

External links:

To address the criteria in this checklist, these selected resources are provided for sources of further research and information:

Workforce Analytics External links:

Qlearsite | Workforce Analytics

About The Workforce Analytics Institute | The Conference …

Workforce Analytics | HR Management | Payroll …

Workforce management External links:

ShiftHound – Healthcare Workforce Management Software

WM Clock: Workforce Management Clock

Infor HCM Workforce Management – ETM Login

Agner Krarup Erlang External links:

Agner Krarup Erlang – Local Business | Facebook

Agner Krarup Erlang – Revolvy Krarup Erlang&item_type=topic

Agner Krarup Erlang (1878 – 1929) |

Customer relationship management External links:

1workforce – Customer Relationship Management …

Oracle – Siebel Customer Relationship Management

Oracle – Siebel Customer Relationship Management

Enterprise resource planning External links:

MDConnect | Enterprise Resource Planning (ERP) system

Enterprise Resource Planning System | Hill International

Enterprise Resource Planning

Field service management External links:

Franchise Field Service Management Software – ServiceBridge

Field service management (Book, 1985) []

Human resource management External links:

Sioux Empire Society for Human Resource Management

DHRM | Utah Department of Human Resource Management

Home – Lancaster Society for Human Resource Management

Human resource management system External links:

Human Resource Management System (HRMS) Data Entry …

Workforce HR; Human Resource Management System | …

Human Resource Management System – Washington

Human resources External links: | Human Resources | Jobs

UAB – Human Resources – Careers

Human Resources | Maricopa Community Colleges

Meeting scheduling tool External links:

Meeting Scheduling Tool | Calbird

Production planning External links:

How to Improve on Production Planning |

Scheduling, Analytics, & Production Planning Software

Project management External links:

LearnSmart IT & Project Management Online Training …

Project workforce management External links:

Patent EP1367520A1 – Project workforce management

Project Workforce Management for Service Organizations

Schedule External links:

NASCAR News, Results, Schedule & Standings | Sporting News

New York Knicks – Schedule

Major League Baseball Schedule |

Service lifecycle management External links:

Service Lifecycle Management | Remote Monitoring | PTC

What Is Service Lifecycle Management

DEX – Service Lifecycle Management

Strategic service management External links:

Skill Pages – Strategic service management |

A framework for strategic service management – …

What is strategic service management? Webopedia …

Supply chain management External links:

Department of Supply Chain Management | Eli Broad …

St. Charles Trading, Inc. | Global Supply Chain Management

Logistics, Supply Chain Management and Order …

Time and attendance External links:

Online Time and Attendance

Quicktime Time and Attendance System | U.S. …

TimesheetsOnline – Track Time and Attendance From …

Time management External links: – Keynote Speaker | Time Management

201 rows · Sara’s Super Spa – Game for Developing Time Management from …

Time management Games | GameHouse

Time tracking software External links:

Simple Time Tracking Software – eHour

Ronin | Small Business Invoicing & Time Tracking Software

MindSalt | Time and Expense | Simple Time Tracking Software

Work-life balance External links:

Help Your Employees Achieve Work-Life Balance

Workforce optimization External links:

Workforce Optimization – SYKES

Workforce Optimization – SYKES

Contact Center Workforce Optimization | RingCentral

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