Time & Labor Can Be Complex, Not Complicated.

Here is the problem… Most TLM systems are not built for frontline workers. If they are, they lack the ability to customize rules and requirements without long development and deployment cycles. Lastly, most TLM systems require you to also combine payroll processing. These are critical areas of business operations and it is easy to make workarounds for all the faults, but that strategy has lasted to long and often breaks when the people who built the workarounds leave. It’s time to stop wasting time.

?

The Complexities of Modern Workforce Management

?

Modern workplaces, especially those with decentralized or field-based teams, require highly configurable systems that can handle intricate time and labor demands:

?

1. Multi-tiered Scheduling: Complex work arrangements—ranging from full-time to temporary, seasonal, or even per diem—mean scheduling is far from one-size-fits-all. Leaders need systems that account for different hours, pay structures, and time zones. According to a study from Deloitte, nearly 60% of companies report challenges managing non-traditional work arrangements, and many struggle to configure schedules accurately across roles, shifts, and locations.

?

2. Geographic and Role-Based Differentials: Wage laws and requirements can vary widely by region, which means a business operating in multiple locations must ensure its payroll system is highly customizable to reflect local laws and requirements. For example, roles with hazardous duties, night shifts, or higher-than-usual overtime hours require additional pay differentials that must be accounted for automatically, eliminating the risk of human error.

?

3. Complex Pay Calculations: In addition to shift differentials, industries like healthcare, construction, and logistics often have extra allowances such as per diems and travel stipends. Manually tracking these can lead to errors or delays, which not only disrupt payroll but can also lead to costly compliance issues. Configurable systems allow managers to set up accurate payment structures for each unique case.

?

Planning and Forecasting with Accurate Data

?

Accurate time and labor data isn’t only about compliance—it’s a valuable tool for strategic planning. When gathered and analyzed effectively, this data provides insights into workforce trends, allowing leaders to make data-driven decisions:

?

1. Turnover Forecasting: By analyzing patterns in attendance, overtime, and absenteeism, organizations can identify early warning signs of turnover, such as rising absenteeism in specific roles or locations. A Kronos study found that 95% of HR leaders reported that time and attendance data was critical in identifying employees at risk of leaving. With accurate data, organizations can proactively address turnover risks, implementing retention strategies before issues escalate.

?

2. Labor Utilization Analysis: With precise time tracking, organizations can assess how effectively they’re using their workforce. By comparing actual hours worked against scheduled hours and project timelines, managers can gauge utilization rates, identify bottlenecks, and optimize staffing levels. For example, if data shows that certain departments are consistently logging overtime, this may indicate an opportunity to hire additional staff or redistribute workloads. Conversely, underutilization may signal excess capacity, offering an opportunity to optimize resources.

?

3. Budgeting and Forecasting: Accurate labor data allows leaders to forecast labor costs more effectively and allocate resources where they’re most needed. By analyzing historical data on labor usage, overtime, and shift differentials, organizations can make more precise predictions about future staffing needs and costs, leading to better budgeting and fewer last-minute staffing issues.

?

Operational Challenges of Manual Systems

?

Managing time and labor with manual systems introduces significant challenges, particularly as businesses scale. A manual process not only increases the risk of error, but it also creates a burden for HR and payroll teams, who must manage complex configurations without the benefit of automation. This can lead to delays in payroll, frustrated employees, and potential compliance violations.

?

According to research by the American Payroll Association, manual timekeeping errors can cost companies up to 7% of their total payroll costs each year. For leaders, these errors make it difficult to maintain accurate data for planning, forecasting, and real-time decision-making. In high-turnover industries, such as retail and hospitality, the lack of real-time insights into workforce trends exacerbates turnover, impacting service quality and overall operational efficiency.

?

The Real Cost of Inaccurate Data

?

The costs of inaccuracies in time and labor management extend beyond financial losses. Errors can lead to payroll disputes, reduced employee satisfaction, and a negative impact on service quality, especially when employees are either underpaid or overworked due to inaccurate scheduling. For operations leaders, these disruptions can mean unexpected staffing shortages, decreased productivity, and ultimately, a loss of competitive advantage.