Best Workforce Management Software Of 2024

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Why We Picked SuccessFactors

SuccessFactors provides full integration with all HR modules and can connect to other SAP solutions, such as finance to materials. With extensive customization, integration and analytics, it can be of great use for planning, developing and implementing HR strategies.

According to our analysts, SAP SuccessFactors scores a 79, leading in applicant tracking and recruiting, document management, and succession management.

It includes AI-assisted screening, LinkedIn applicant prospecting, automated tax documents, succession planning, offline course access and employee lifecycle tracking, helping HR cover core tasks today and plan for the future.

It’s gotten praise for its strong support team, which is responsive and customer-focused, although users sometimes experience delays in resolving issues. The platform excels as a comprehensive HR solution, integrating various functions into a single system that streamlines processes and reduces costs.

While there's a learning curve for most, the majority found it worth the work to centralize all things HR, especially with its AI capabilities. Recent updates have improved the UI design, though some users indicate growing pains with release-related glitches and complex integrations.

SAP SuccessFactors pricing starts at $10 per user per month with a free trial.

SuccessFactors makes recruitment easier with tools for job postings, tracking candidates, evaluating resumes and managing interviews. Its AI-assisted screening matches candidates to job requirements more efficiently.

The onboarding module speeds up the process for new hires by automating paperwork, setting up training and ensuring a smoother transition into the company. Overall, SuccessFactors helps identify and nurture internal talent for future leadership roles, creating a smooth succession plan and minimizing the impact of turnover.

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Pros & Cons

Support Quality: The support team is highly regarded for its responsiveness and customer service. It’s praised for being helpful and treating customers well, although there can be occasional wait times for resolution.
One-Stop-Shop for HR: Most users appreciate the system's ability to integrate various HR functions into a single platform, which can streamline processes and reduce the total cost of ownership (TCO).
Goal Setting Flexibility: The learning module is seen as robust and flexible, making it easy to set and manage goals. Users can select from a library of goals or add their own, which facilitates effective goal setting and tracking.
Recruitment Management: According to most users, the recruitment module eases the entire process, including job postings, candidate selection, resume evaluation, interview scheduling and offer management. The applicant tracking and AI-assisted screening features were noted for improving time to hire.

Getting Started: Many find SAP SuccessFactors complex, especially for new users. The system is described as intricate and sophisticated, leading to a steep initial learning curve.
Reporting Woes: Users find the reporting options pretty restricted, with not much room to customize dashboards and reports. This lack of flexibility makes it tough to tailor reports to fit specific needs.
User Experience and Interface: The user interface (UI) has received mixed feedback. Some users feel it's outdated and clunky, with hiccups like confusing time-off calculations and cumbersome goal-setting processes.
Updates: While the support team is effective at troubleshooting integration issues, some users have experienced release-related breakdowns. On the flip side, other users noted recent updates have improved the UI, making it easier to navigate with new icons and better drill-downs.

Key Features

Joule: Use a virtual assistant to guide employees through the feedback process with easy-to-follow steps and prompts. Joule lets employees update their info right away (like location and working hours) without bouncing around multiple screens. It also streamlines promotion requests by guiding managers through the process and setting effective dates.
Automatic Tax Document Generation: Generate essential tax documents automatically, reducing administrative workload and ensuring compliance with tax regulations.
Payroll: Simplify payroll with automated pay calculations while ensuring compliance with both local and international rules to function globally. Plus, the self-service option lets employees easily access their information.
Time and Attendance Management: Automate time-consuming tasks like calculating hours worked and managing absences to make scheduling more efficient.
Recruiting and Onboarding: Create profiles, apply for jobs and track applications through a career portal. Employees can share openings and earn rewards for referrals. Recruiters can manage interviews based on candidate availability and location and provide a personalized onboarding experience.
Learning and Development: Use the earning management system (LMS) for all your learning needs, from succession planning to career development. It handles assessments, offline courses, training schedules, and tracking employee progress and course completion.
Performance and Compensation: Track employee performance to find top talent while providing feedback to help your team set and achieve goals. Reward employees with compensation programs and keep your numbers in line with budget modeling.
Workforce Planning: Modeling and analysis features provide insight into financials and scenario-based outcomes. Allocate resources effectively with budget planning, anticipate staffing requirements with workforce forecasting and reduce schedule conflicts with alerts.
Personalized Recommendations: The benefits plan recommendation tool offers a personalized ranking of benefits plans, providing employees with tailored recommendations to better meet their specific needs.
HR Analytics: Understand your company's data with insights on performance, turnover, diversity and more. Benchmark against peers and analyze HR data in detail. Use dashboards and reports to identify issues and spot trends.

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Deputy

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^$2.50

Infor Workforce Management

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Why We Picked Deputy

Deputy is a valuable asset for businesses looking to streamline their scheduling operations and enhance employee productivity. During my research, I found it to be a highly effective and centralized tool for hiring, training and scheduling employees. Users consistently praise its performance, with many giving it a 4.5-star rating.

One of Deputy's standout features is its AI-powered automation, which can significantly improve scheduling and shift break compliance. However, it may require some initial setup and learning to function optimally. The touchless facial recognition clock-in feature is particularly valuable in today's post-pandemic world.

I appreciate Deputy's commitment to employee empowerment. Its accountability measures, such as GPS tracking and facial recognition, effectively prevent time theft without compromising employee autonomy. The Shift Pulse feature is another valuable tool that fosters open communication between employees and management.

While Deputy is a powerful solution, it's not without its flaws. I encountered bugs and glitches that occasionally disrupted the user experience. Slow performance, particularly for mobile app users and non-desk staff, can be frustrating. Additionally, GPS challenges can be problematic for businesses with multiple locations as the platform doesn’t support multiple time zones.

The HR functionality is also limited, but I believe it has the potential to expand over time. Adding more languages to the interface would also make it more inclusive. Overall, I recommend Deputy to small to mid-sized organizations seeking a reliable and feature-rich scheduling solution that also offers basic HR functionalities.

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Pros & Cons

User-Friendly Interface: Users appreciate the intuitive design, which makes it accessible for both managers and employees and easy to adopt with minimal training.
Robust Remote Workability: The mobile app is highly praised for allowing employees to clock in/out, manage shifts and receive notifications, making it convenient for on-the-go use.
Greater Flexibility and Accessibility: Deputy offers flexible shift management, allowing employees to swap or pick up shifts and work across multiple locations. Cloud-based hosting ensures access from anywhere with an internet connection.
Employee Empowerment: The software gives employees more control over their schedules, fostering a sense of ownership and responsibility for time management.
Streamline Scheduling: Deputy effectively manages scheduling, time tracking and attendance, reducing errors and improving overall efficiency. Reviews highlight valuable features like preventing early clock-ins and integrating with payroll systems.

Support and Customer Service Issues: Several users reported poor customer service experiences, especially when dealing with technical support or canceling the service. The vendor primarily offers support via email, which some users found inadequate.
Performance and Speed: Some users experienced lag when accepting shifts or clocking in and out, causing delays and frustration.
Challenges With Multi-Location Tracking: For organizations with employees across multiple locations or states, keeping track of everyone’s whereabouts could be challenging as the platform doesn’t support multiple time zones across geographies.
Syncing Issues: Users noted that the inability to sync with external calendars (like Google or Apple Calendar) was a significant drawback.

Key Features

Scheduling: Create, manage and optimize schedules with AI. Use drag-and-drop scheduling tools while considering availability, skills and preferences to create partial, pre-assigned or open shifts.
Time Tracking: Turn staff phones into a time tracking solution using the mobile app or connect the platform to a POS system to allow employees to punch in and out of work. The platform sends alerts for break hours, overtime and budgetary conflicts. It also offers geofencing to help avoid time theft and buddy punching.
Mobile App: Managers can access their profiles from anywhere, create schedules, approve time off requests, communicate with team members and track task progress. Employees can view schedules, request PTO, chat with colleagues, swap shifts and bid on open shifts.
Demand Forecasting: Access your business’s historical sales data and seasonal trends on a centralized dashboard to make informed staffing decisions. Define business logic and benchmarks with demand-based rules to ensure minimum coverage while considering your budget. You can pull real-time wage-to-sales data on the mobile app to make scheduling adjustments on the go.
Shift Pulse: Send feedback forms and questionnaires to employees after every shift. Minimize staff fatigue by automating schedule assignments based on worked hours and overtime. Employees can express their work satisfaction using a staff sentiment bar and tracker.
Compliance Tools: Deputy helps comply with fair workweek regulations by providing tools to manage overtime, minimum rest periods and other labor laws. It also assists with reporting, managing employee records and ensuring adherence to minimum wage laws.
Leave Management: Employees can submit time-off requests directly through the platform, and managers can review and approve or deny them. You can also track leave balances and generate leave reports.
Document Management: The platform offers a centralized repository for storing and organizing employee documents, such as contracts, performance reviews and training certificates. Its search and filtering capabilities make it easy to find specific documents when needed.
Hiring: Post openings on online job forums and track their traction from within the software interface. You can track applicants, schedule interviews, send questions and receive applicant feedback.
Training and Onboarding: Design branded onboarding workflows for trainees and manage employee training programs by tracking attendance, assigning tasks and monitoring progress.

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Pricing

License/Subscription Cost	Cost is included in the subscription fee Subscription-based pricing model Pricing is based on monthly or annual users Discounts are offered for annual subscription plans
Maintenance Cost	The cost is included in the subscription fee Unlimited 24/7 support is available to all users Enterprise users have access to a dedicated support team
Installation/Implementation Cost	Included in the subscription fee
Customization Cost	This costs is additional to the subscription fee Dependent on the functional requirements and the specific needs of the organization
Data Migration Cost/Change Management/Upfront Switching Cost	Cost varies depending on the current software, amount of data to be migrated, the complexity of the data fields, level of automation and data migration tools to be utilized for the transfer of data from the old to the new software.

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^$500

Per User, Annually

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Why We Picked Infor Workforce Management

User reviews of Infor Workforce Management paint a mixed picture. Praise often centers around its powerful features and ability to automate complex tasks. One user gushes: "Infor WFM saved us countless hours in scheduling and reduced overtime by 15%. It's a game-changer for managing our large retail workforce." However, the same reviewer cautions about the learning curve: "It's not the most user-friendly system, and training is crucial." This sentiment echoes throughout reviews. Users love the granular control over scheduling rules and compliance features, finding it superior to "basic competitors like Kronos." But the complexity often comes at a cost. Frustrations arise with "outdated UI" and "reports that feel rigid and limited." One healthcare administrator compares it to "juggling spreadsheets" for deeper analysis. Another pain point is integration. While praised for pre-built connectors, some warn against "integration nightmares" with older systems. This can be a dealbreaker for businesses heavily reliant on legacy software. Despite these drawbacks, many users credit Infor WFM with significant ROI. The automation, compliance tools, and mobile employee app are seen as key differentiators. One manufacturer sums it up: "Sure, it's not perfect, but the cost savings and improved efficiency outweigh the learning curve. We're finally in control of our workforce." Overall, Infor Workforce Management seems to be a powerful but demanding tool. For organizations willing to invest the time and effort to master its complexities, it can be a game-changer. However, businesses with simpler needs or limited resources might find lighter-weight alternatives more suitable.

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Pros & Cons

Accurate Scheduling: Reduces over/understaffing, optimizes labor costs, improves service levels, and minimizes scheduling conflicts.
Compliance & Audit Ease: Automates adherence to labor laws and union contracts, minimizing penalties and simplifying audits.
Improved Visibility & Control: Real-time data and insights on staffing levels, attendance, and performance empower informed decision-making.
Enhanced Employee Engagement: Mobile app facilitates shift swaps, time-off requests, and communication, boosting morale and flexibility.
Scalability & Integration: Adapts to growing businesses and integrates with existing HR, payroll, and other systems.

Complex Interface & Learning Curve: Users often find the UI outdated and navigation unintuitive, requiring significant training and potential resistance to adoption.
Limited Reporting Flexibility: Built-in reports may lack customization options for deeper analysis, necessitating manual data manipulation for granular insights.
Integration Challenges: Integrating with third-party systems, especially legacy ones, can be complex and costly, demanding careful planning and vendor expertise.
Pricey Customization: Tailoring the system to unique business rules or complex scheduling scenarios can involve expensive professional services and extended implementation timelines.

Key Features

Budgeting and Forecasting: Leverage the system’s built-in analytics tools to assess historical data and predict future needs to create both short and long-term budgets while forecasting future workforce needs.
Time and Attendance: Collect and track data about the hours that employees work. Then integrate with payroll functionalities to automatically calculate employee worked hours to process payments.
Scheduling: The multi-view scheduling interface allows managers to ensure future schedules will meet forecasted demands. This feature also helps ensure scheduling compliance with union rules, government regulations and internal business policies.
Performance Management: Recognize top performers with the management dashboard. Managers can leverage this feature to gain insight into overall team performance, guiding decisions about which employees excel in certain job functions and which employees can benefit from additional training.
Alerts: Managers can set alerts to notify them when they are in danger of a compliance violation, when employees will work overtime hours or when there are budget concerns that require immediate attention.

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Humanity

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^$3

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Why We Picked Humanity

Humanity's intuitive interface, coupled with guided onboarding and data migration assistance, makes it easy for organizations to get started with scheduling. The simple drag-and-drop tools and embedded training tips help you start scheduling within minutes.

Its compliance management toolkit is a standout feature, ensuring adherence to labor laws, internal policies, regulations and CBAs. It provides a set of default rules and offers you the freedom to write custom ones. The platform also sends conflict alerts and maintains historical records and audit logs, contributing to a secure and compliant environment.

Humanity's mobile app is another significant advantage. It offers managers the same functionality as the desktop version, enabling them to create schedules, work offline and set up automation. Employees can view schedules, receive shift reminders, track work hours and even pick up open shifts with a single tap. The app's compatibility with the Apple Watch provides added convenience for managing schedules on the go.

It’s an end-to-end platform catering to the needs of various stakeholders in frontline worker scheduling. Chief financial officers can track budgets and control labor costs, HR offices can ensure compliance and enhance employee experiences, frontline managers can manage schedules and coverage, and employees can have greater control over their work hours.

While Humanity is well-suited for midsized companies, it isn’t ideal for large organizations. Users have reported slow performance and loading times, particularly when dealing with extensive schedules or performing complex tasks. Integration challenges with third-party ERP and HCM solutions can also be a concern. Additionally, users have encountered bugs and UI issues, ranging from instability to unexpected template malfunctions.

Overall, Humanity is a great tool for managing employee schedules. It's easy to use and can help you improve your business's efficiency. However, it's important to be aware of the potential drawbacks before making a decision.

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Pros & Cons

User-Friendly Interface: The interface is easy for both managers and employees to navigate. Despite some initial learning curves, users appreciate its simplicity, which can eliminate the need for extensive tutorials or training.
Robust Mobile App: It provides quick and convenient access to scheduling and clocking functionalities. Despite occasional issues like freezing, the app streamlines clock-in/out processes and enables on-the-go schedule management.
Customization and Flexibility: The platform offers customizable views and filters, enabling users to tailor schedules to their specific needs. Additionally, features like Open Shifts empower employees to pick up available shifts based on their preferences, enhancing scheduling flexibility.
Responsive Customer Support: Humanity stands out for its responsiveness, and users appreciate the promptness of live chat support and quick resolution times.

Slow Performance and Loading Times: Humanity can take a long time to load larger schedules or perform certain tasks. This can hinder navigation between different sections.
Integration Challenges: Many users faced issues while connecting the platform with third-party ERP and HCM solutions like Zendesk and ADP Workforce Now.
Bugs and UI Issues: Users experienced bugs within the user interface, ranging from occasional instability to unexpected template malfunctions.
Changes in User Experience and Functionality: Some users mentioned that certain features they found useful were removed or altered, causing workflow disruptions and increasing complexity in using the software.

Key Features

Employee Scheduling: Create conflict-free schedules using intuitive drag-and-drop schedule makers. Update schedules in real time while receiving overstaffing or understaffing notifications on a daily or weekly basis. Assign, remove and swap shifts easily based on staff availability, skills and preferences.
Time Clock: Track employee attendance and hours via the mobile app and maintain accurate timesheets. Mandate employees to click pictures while clocking in or out to avoid malpractices like buddy punching. Set punctuality rules to curb absenteeism and accidental absences.
Leave Management: Employees can manage their schedules and work-life balance using unique portals. Customize leave types to suit company needs while allowing partial day leaves. Set vacation and PTO rules to avoid understaffing.
Integrations: Integrate with popular third-party ERP, HCM, payroll and HR modules to streamline business operations. Export payroll to over 30 modules like Ceridian, ADP, Ultimate Software and Paycheck. Integrate with external HR modules like BambooHR.
Forecast: Use external performance indicators to predict future staffing needs and design efficient employee schedules. Customize schedules based on business priorities and capacity to tackle both under-staffing and over-staffing challenges.
Geofencing: Enable geofencing to ensure employees check in and out from the correct locations. Activate the GPS facility to track field staff location accurately.

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Pricing

License/Subscription Cost	Subscription-based pricing model Pricing is based on the number of users per month or users per year Both monthly and annual billing plans are offered
Maintenance Cost	Included in the subscription fee 24/7 support services are provided to all subscribers
Installation/Implementation Cost	Included in the subscription cost
Customization Cost	Cost is above and beyond the subscription fee Cost varies depending on the functional requirements added to the system
Data Migration Cost/Change Management/Upfront Switching Cost	Price is dependent on a user's current software, the amount of data to be migrated, the availability of migration tools, the complexity of data and gaps between the existing system and the new system.
Recurring/Renewal Costs	Cost is included in the monthly or annual subscription fee

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Connecteam

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^$29

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Why We Picked Connecteam

User reviews for Connecteam paint a positive picture overall, praising its user-friendliness, mobile accessibility, and communication features. "It streamlined our scheduling and time tracking, saving us hours!", exclaims one HR manager. Many small businesses appreciate the affordability, with the free plan being a major draw. "For a growing startup, Connecteam was a perfect fit with its simple setup and easy learning curve," says a founder. However, some users crave deeper customization options, especially for reporting and workflows. "While I love the communication tools, it could benefit from more flexible reporting for analyzing team performance," suggests an employee. Integrations with more advanced payroll or financial platforms are also a request. "I wish it integrated directly with our payroll provider instead of needing an extra step," comments another user. Compared to some competitors, Connecteam's mobile app and communication features shine. "Our remote team feels much more connected now, thanks to the chat and task management on the app," says a team leader. However, users acknowledge its limitations in advanced analytics and customization offered by other platforms. "For complex workforce analysis, I might look to a competitor with more robust reporting tools," admits a data analyst. Ultimately, Connecteam seems to excel for small and medium-sized businesses, particularly those with mobile or remote workforces. Its ease of use, communication tools, and mobile accessibility are its winning points. However, for businesses needing advanced analytics, extensive customization, or integrated payroll processing, exploring other options might be necessary.

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Pros & Cons

Ease of Use: Connecteam is praised for its intuitive interface, user-friendly design, and simple setup. Users often highlight its accessibility for employees of all technical levels.
Mobile App: The mobile app is frequently cited as a major advantage, enabling employees to access features, communicate, and manage tasks from anywhere, anytime.
Communication and Engagement: Users appreciate the built-in communication tools that foster better collaboration and keep employees connected, even for remote teams.
Scheduling and Time Tracking: Connecteam's scheduling and time tracking features are often praised for their efficiency and accuracy, simplifying payroll and attendance management.
Affordability: Connecteam's pricing is considered competitive and appealing, especially for small and medium-sized businesses. The free plan for up to 10 employees is a valuable option.
Customer Support: Users generally report positive experiences with Connecteam's customer support, noting its responsiveness and helpfulness.

Limited Customization: Some users express a desire for more flexibility in customizing forms, workflows, and the overall appearance of the platform to better align with specific needs.
Reporting and Analytics: While Connecteam offers basic reporting, some users find it lacking in-depth insights or customization options for workforce analysis and strategic decision-making.
Integrations: The range of third-party integrations available could be expanded to enhance compatibility with other business tools and streamline workflows further.
Payroll Functionality: Connecteam lacks built-in payroll processing, requiring integration with external providers, which can add an extra step and potential cost for businesses.
Notification Overload: Some users report feeling overwhelmed by the volume of notifications, especially with active communication and task assignments. More granular notification controls could be beneficial.

Key Features

Scheduling and Time Tracking: Create and share employee schedules, track time and attendance, manage shifts, and automate payroll processes.
Task Management and Checklists: Assign tasks, track progress, set deadlines, and collaborate on projects with built-in communication tools.
Employee Communication and Engagement: Foster a connected workforce with chat, messaging, social features, surveys, polls, and a company news feed.
Training and Development: Create and distribute training materials, track progress, and measure employee knowledge retention.
Payroll and Expense Management: Integrate with payroll providers, track expenses, and streamline reimbursement processes.
Mobile App: Access Connecteam's features on the go with a user-friendly mobile app for iOS and Android devices.
File Sharing and Storage: Share documents, images, and other files securely within the platform.
Reporting and Analytics: Gain insights into employee performance, engagement levels, and operational metrics.
Customization and Integrations: Tailor Connecteam to your specific needs with custom fields, forms, and integrations with other business apps.
Security and Compliance: Protect sensitive data with industry-standard security measures and compliance with regulations.

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Quinyx

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^$29

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Why We Picked Quinyx

Quinyx is an intuitive and cloud-based employee scheduling solution. The platform's drag-and-drop functionality makes it easy to create and manage complex schedules while considering factors such as employee availability, skill sets and workload distribution. It also offers advanced features like shift swapping and overtime management, which significantly reduces the administrative burden of managing shifts and schedules.

Beyond scheduling, the platform provides various time tracking methods, including mobile apps and biometric devices, ensuring accurate record-keeping and streamlined payroll processing. Additionally, Quinyx offers absence tracking and vacation management, helping both employees and managers stay organized.

Another area where Quinyx shines is its demand forecasting module, allowing businesses to predict future staffing needs based on historical data and trends. This helps optimize labor costs by ensuring adequate staffing levels while minimizing overtime expenses. It also provides shift optimization and workload balancing to distribute resources efficiently.

Overall, Quinyx is a versatile solution that can benefit businesses of all sizes and industries. Small retail stores can streamline scheduling workflows, while enterprises can improve overall efficiency and allocate workforces effectively throughout seasons.

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Pros & Cons

User-Friendly Interface: Quinyx is easy to use and provides a clear overview of schedules, shifts and hours worked across different platforms, including a mobile app.
Useful Integrations: The platform integrates with payroll, ERP, accounting and reporting tools, helping you create a well-rounded tech stack. Some of its popular integrations include ADP Workforce, SAP Commerce and ConnectMyApps.
Remote Staff Accessibility: Users appreciate the flexibility of being able to view their schedules, book shifts and apply for leaves via mobile devices.
Easy Scheduling and Forecasting: The system supports complex scheduling rules (e.g., different contracts and shift types) and robust forecasting tools for workforce management. This improves cost tracking and scheduling efficiency.
Efficient Support Services: Users reported good experiences with Quinyx's customer support, highlighting its responsiveness and helpful educational resources.

Learning Curve: Although the platform is intuitive, it involves a learning curve during implementation for users with limited expertise.
Customization Challenges: Several users found it hard to tailor the system to meet their business needs without advanced technical knowledge. Features like cost-follow-up hierarchies and geofencing settings need improvement to handle multiple units more efficiently.
Incomplete Features in Newer Versions: Several reviews mentioned that during platform transitions, certain functionalities may be missing or only available in older versions, forcing users to switch between interfaces.

Key Features

Custome Templates: Create base schedules that reflect the needs of the business. Managers can update and implement the base schedule with a single click for expedited scheduling.
Scheduling: Check forecasts automatically to generate schedules based on predicted needs. Evaluate what employees have the necessary skills and determine when they’re available to work and for how long, ensuring that the business always has the correct employees scheduled for the right tasks at the appropriate times.
Shift Management: Provide employees with access to the platform, enabling them to control their shifts and availability. Managers can view schedules, address empty shifts and make changes as necessary.
Absence Management: Allow employees to request time off, and then managers can process the request directly through the platform. Managers can notify staff of shifts as they become open, expediting how quickly shifts get filled.
Compliance: Define scheduling rules ahead of time, including state and industry regulations, to ensure compliance at all levels. The platform provides additional assurances for the specific industries it serves and sends notifications of potential security breaches as they happen.

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Calabrio

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^$75

Per Agent, Monthly

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Why We Picked Calabrio

User reviews for Calabrio present a mixed bag. Fans rave about its robust features and scalability, particularly for complex contact centers. "Calabrio easily handles our multi-skilled team and intricate compliance needs, something our earlier WFM software like Genesys couldn't dream of," one user gushed. However, the steeper learning curve compared to simpler solutions is a recurring critique, as another reviewer remarked, "Calabrio's a powerhouse, but it's not exactly plug-and-play. Be ready to invest in training and support compared to options like Workforce Now." Cost is another common thread. While users acknowledge Calabrio's advanced features justify its higher price tag compared to basic WFM tools, some find it pricier than similar platforms. One reviewer commented, "Compared to NICE WFM, Calabrio's definitely pricier, but the customization options and reporting are far superior for our needs." Ultimately, user sentiment suggests Calabrio shines in complex environments where its feature set and compliance strengths outweigh the cost and initial learning hurdles. However, for smaller or less demanding operations, simpler and potentially more affordable alternatives like Zoho Workforce Management might be a better fit.

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Pros & Cons

Accurate Forecasting and Scheduling: Reduces over/understaffing, optimizes agent utilization, and accurately predicts staffing needs based on historical data and real-time trends.
Improved Agent Engagement: Gamification, incentives, self-scheduling, and personalized coaching boost morale, productivity, and retention.
Enhanced Compliance: Ensures adherence to industry regulations and internal policies through automated scheduling rules, real-time alerts, and comprehensive reporting.
Omnichannel Support: Manages agents across voice, email, chat, and social media, providing a unified view of customer interactions and agent performance.
Robust Reporting and Analytics: Offers actionable insights into agent performance, customer satisfaction, and operational efficiency, enabling data-driven decision-making.

Steep Learning Curve: The interface can be complex for new users, requiring extensive training and support.
Costly Setup and Maintenance: Calabrio's pricing can be high compared to simpler WFM solutions, and ongoing maintenance adds to the cost.
Limited Scheduling Flexibility: While powerful, Calabrio's scheduling features might not cater to all specific needs, especially for small or dynamic teams.
Customization Complexity: Advanced customization options can be intricate and require technical expertise to implement effectively.
Occasional Performance Issues: Some users report occasional performance issues, particularly in large or complex deployments.

Key Features

Call Recording: Automatically record and retrieve calls. Utilize recorded data and gain strategies to fuel better decision-making. Tag inbound calls for better identification and to communicate with others for mentoring or training.
Analytics: Deliver helpful information collected by unique metrics such as complex data conversion, phonetics amalgamations and speech-to-text. Provide complete visibility for various essential business reports such as customer interactions. Collect structured and unstructured business data in a centralized location to better understand trends information relating to chats, surveys, emails, calls, back-office processes, social media posts or websites.
Reporting: Compare employee performance and team workflows through real-time, detailed customer interaction reports. Evaluate employee productivity and hours worked. Connect with stakeholders better via intuitive charts and graphs.
Quality Management: Set up a comprehensive quality command center to acquire audio and video recordings and oversee evaluation forms. Automatically receive quality management information and monitor potential quality-related errors with constant updates.
Workforce Management: Set an automated contact center supervisor to provide scheduling flexibility and task management. Navigate workforce complexities in a systematic order with intuitive workforce management tools.
Calabrio One: Improve business productivity via valuable consumer interaction resources. Predict business trends and get data-powered insights with AI and ML technology. Scale productivity with a customizable tool that supports workforce engagements, built-in security and customer-centric statistics.

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Price Guide

See the Price/User for the top workforce management software… plus the most important considerations and questions to ask when shopping.

Buyer's Guide

Workforce Management Software Helps Improve Employee Productivity and Engagement

By Ishani Vats, Technical Content Writer at SelectHub

Key Takeaway 1

Workforce management solutions play a crucial role in ensuring compliance, optimizing labor costs, and improving overall productivity and work-life balance.

Key Takeaway 2

Essential features to look for include agent and employee scheduling, performance tracking, labor forecasting, time tracking, compliance tracking and labor analytics.

Key Takeaway 3

Emerging trends shaping WFM software include generative AI for optimization and robotic process automation for administrative tasks.

Key Takeaway 4

To find the right software, start by figuring out what your company really needs. Focus on how well each product fits your needs and factor in potential costs like implementation and customization fees.

What This Guide Covers:

Primary Benefits
Key Features
Current & Upcoming Trends
How To Compare Workforce Management Software
Cost & Pricing Considerations
Challenges of Workforce Management Software
Alternatives to Workforce Management Systems
Questions To Ask During Your Search
FAQs
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Primary Benefits

A suitable WFM software has a lot to offer. Common benefits include:

Workforce Management Software Benefits

Better Time Tracking

The core purpose of WFM lies in tracking employees' working hours for payroll purposes. This data also proves invaluable to settling disputes.

It lets managers monitor clock in and out, along with the specific real-time location of employees. Companies can apply union rules, labor laws and company-specific policies to calculate pay according to the time tracking data.

Managers can also enable timely alerts to implement an action for work items that require their attention. For example, when an employee approaches overtime, the supervisor or manager can decide whether to permit overtime work. If permitted, WFM software ensures the accurate calculation of overtime requests in compliance with company regulations.

Greater Staffing Accuracy & Efficiency

WFM solutions help optimize workforce practices by targeting potential staffing challenges.

For example, if your company's winter holidays are a peak business period, forecasting anticipates the staffing demands using historical data. If previous holiday periods required 150 additional employees to cover excess volume, that data helps plan your staffing better.

However, staffing is tricky — thanks to compliance and regulatory considerations. WFM solutions reduce non-compliance risks with regular updates and alerts for local ordinances, union rules and individual employment contracts. They also enable companies to identify issues such as overtime, rostering inefficiencies and wage theft, and help tackle unexpected schedule changes.

Simpler Scheduling

Labor scheduling involves predicting labor demands over a specified period. It helps managers and supervisors plan and execute better work schedules. In turn, well-planned schedules control labor costs, ensure compliance with regulations and improve productivity.

“Best-guess” forecasts often lead to costly overstaffing or understaffing concerns.

On the other hand, a labor forecasting solution helps accurately predict daily business volume and labor needs down to 15-minute intervals. Metrics like sales, transactions, customers served and units sold drive these forecasts.

It also enables employees to plan their availability to better manage work and personal commitments.

Enhanced Employee Satisfaction

A well-implemented workforce management solution can have a huge impact on employee satisfaction.

Greater visibility into their schedules allows employees to plan their personal lives more effectively, reducing stress and improving work-life balance. By using data-driven insights, you can distribute work among employees in a balanced way, leading to feelings of fair treatment and a positive work environment.

Some workforce management solutions offer self-service features that allow employees to request time off, swap shifts or manage their schedules within defined parameters. It provides them with more control over their schedules, leading to a greater sense of autonomy in their roles.

You can offer rewards to high-performing employees, reduce administrative burden through automated attendance tracking and provide skill development opportunities to support career progression and boost overall satisfaction.

Improved Customer Service

Workforce management systems let you include customer service performance as the criterion to review your staff’s performance.

Managers can assess how employees deal with clients. Later, these observations can be used in employees' weekly, monthly and yearly evaluations to further their performance and provide top-notch customer service.

WFM software also helps locate and rectify any customer service errors before they impact the company’s image.

Smooth Operations

Easy-to-use automation tools help input and track operational data. You can create work schedules on predefined parameters, record clock-in/out times, schedule reports and more. It reduces time spent on manual processes and boosts employee engagement and productivity, allowing them to channel their efforts toward doing well at their jobs.

Other Benefits

Here are some more benefits of workforce management software:

Builds a culture of worker safety and compliance.
Increases time and cost savings.
Eliminates under and overstaffing.
Improves work-life balance through efficient scheduling and attendance tracking.
Improves payroll accuracy.

Expert recommendations and analysis on the top Workforce Management systems

Key Features

Workforce management suites usually come loaded with features. Here are some core features to look for:

Agent and Employee Scheduling	Schedule the right number of employees for each shift using forecasting tools. Minimize costs and optimize resources with suitable scheduling workflows.
Performance Tracking	Identify and define KPIs such as productivity, quality and sales targets relevant to job roles and objectives. Set measurable goals for each employee, use data insights to review individual activity and set up improvement plans for underperforming employees.
Labor Forecasting	Predict future staffing needs based on historical data, trends and anticipated demand. Analyze factors such as sales, foot traffic or call volume to generate accurate forecasts of required staffing levels.
Time Tracking	Collect and digitally store employees’ time and attendance records using digital time clock software. Enable supervisors to edit and create reports and digitally export time data to payroll providers. Digital time clocks offer different models: swipe card, biometric and proximity time, mobile device punching with or without geofencing and more. Use time tracking records to track tardiness, breaks and productivity downtime, and incentivize employees who need attention.
Compliance Tracking	Track certifications, licenses and training requirements for employees, and manage compliance-related documentation and reporting. Monitor and adhere to labor laws, industry regulations and internal policies to meet regulatory requirements, and reduce the risk of penalties, legal issues or operational disruptions due to non-compliance.
Labor Analytics	Use analytical tools to compile information from various sources such as time clocks, employee activity and progress, and HR systems. Evaluate the data to get actionable insights into company finances, day-to-day operations and overall performance. Examples of this data include the amount of overtime worked, absenteeism, schedules and productivity.

Expert recommendations and analysis on the top Workforce Management systems

Current & Upcoming Trends

Whether you’re a small business aiming to improve scheduling efficiency or an enterprise seeking advanced analytics for workforce optimization, understanding the latest trends in workforce management solutions is essential for driving business growth and success.

Workforce Management Software Trends

Let’s go over the key trends that are shaping the future of workforce management.

Generative AI

In Gartner’s 2024 Top 5 HR Priorities report, 76% of HR leaders said not implementing generative AI in the next two years would make them fall behind on their organizational goals. Additionally, 44% of workers believe generative AI will help them do their jobs faster and more effectively in the next five years.

Generative AI is an emerging trend that uses AI algorithms to extract insights from datasets that leaders can use to make informed HR decisions. For example, you can use AI to generate pay data across multiple locations and workforce demographics, and create competitive offer packages in response to market competition and demand for higher salaries.

Generative AI is primarily used within WFM tools to optimize scheduling, forecast demand and automate routine tasks.

HR teams can use generative AI to create more accurate and comprehensive candidate profiles, automate the screening of resumes and personalize job interviews.
By monitoring an individual's learning style, performance and areas for improvement, AI systems can generate adaptive training modules, interactive simulations and targeted exercises to cater to each employee's specific needs.
Analyzing historical data and external factors with the help of AI algorithms enables you to measure the impact of different staffing strategies, forecast future requirements and optimize scheduling.

Integration of Robotic Process Automation (RPA)

Workforce management systems incorporate RPA to automate repetitive and time-consuming administrative tasks.

RPA technology utilizes virtual robots or "bots" to perform rule-based tasks like data entry, generating reports and conducting compliance checks. This capability frees up HR professionals' time, allowing them to focus on strategic initiatives and employee engagement. It also minimizes errors that are prone to occur with manual data entry or repetitive tasks.

For instance, RPA can assist in automating the creation and management of employee shift schedules. It can analyze demand patterns, employee availability and skill requirements to generate optimized schedules. RPA can also handle shift rotations, automatically notifying employees of their assigned shifts and managing shift swaps or adjustments.

By leveraging RPA, workforce management systems significantly reduce the manual workload for HR professionals. Integrating it with other enterprise systems such as ERP, SCM and MES facilitates smooth data exchange and syncs information across all platforms.

Employee Well-Being and Work-Life Balance

With the rise in mental health concerns at the workplace, WFM trends in 2024 reflect a shift towards prioritizing employee well-being and work-life balance.

Here are some ways employers are putting it into practice:

Flexible Scheduling: Companies are adopting flexible scheduling options like flextime or compressed workweeks, allowing employees to adjust their work hours to accommodate personal commitments or preferences.
Wellness Programs: These programs include initiatives like on-site fitness facilities, mental health support services, stress management workshops and access to healthy food options. WFM software may integrate features to track employee participation and monitor the effectiveness of wellness initiatives.
Employee Self-Service Options: Empower employees to manage their schedules, request time off, swap shifts with colleagues, access pay and benefits information and enroll in professional development programs. This capability fosters a sense of autonomy and improves work-life balance.

The shift towards prioritizing the employee experience has led businesses to reevaluate key performance indicators (KPIs) for workforce management. Instead of solely focusing on metrics related to efficiency and cost savings, organizations are now incorporating measures of employee satisfaction, engagement and well-being into their evaluations of success.

Dan Smitley, a WFM expert and consultant, sheds light on the potential of AI and machine learning (ML) in measuring employee experience metrics.

“I see AI and ML enabling us to not just predict how quickly interactions will be answered, or how effective schedules are, but also see our employee’s burnout or engagement rates. What-If scenarios will be able to tell us the impact of these interactions on business, customers and employees, and we'll be able to make better and more informed decisions.”

Hybrid Work

Since the pandemic, about 90% of organizations have embraced hybrid work models. Not only does it boost employee productivity, but it also helps them feel more connected to their company’s culture.

Workforce management tools continue to evolve to accommodate this shift. It offers customizable scheduling options for in-office and remote work arrangements, and integrates easily with collaboration tools, communication platforms and project management software.

It helps you:

Use analytics to track performance across diverse work settings and measure progress towards goals, not just physical presence.
Prioritize tools and features that promote employee well-being, engagement and connection, regardless of location.
Facilitate clear and consistent communication across teams, fostering a sense of inclusion and belonging.

As hybrid work models continue to mature, WFM solutions are likely to become even more adaptable, data-driven and employee-centric. Those who embrace this transformation will be best positioned to thrive in the workforce of tomorrow.

Mobile Access

With increasing access to smartphones and tablets, and greater internet connectivity worldwide, organizations are providing mobile access to their WFM solutions.

Based on a McKinsey report, 53% of organizations expect to see a rise in remote work over the next few years. A dedicated mobile app allows team members in remote or distributed workforces to perform various tasks anytime and anywhere, enhancing overall flexibility and productivity.

For example, employees can clock in and out of work, submit time-off requests and manage schedules, while managers can monitor performance metrics and provide feedback remotely.

Collaboration tools facilitate real-time communication between staff members, allowing them to exchange messages and documents, receive important notifications on mobile devices and more.

Expert recommendations and analysis on the top Workforce Management systems

How To Compare Workforce Management Software

When searching for your next WFM solution, start in-house. Closely examine your organization’s unique WFM needs. Ask questions internally (more on that later) and get stakeholder feedback on which features are a priority.

Once you have a working list of the top WFM requirements, conduct thorough research to identify solutions that best fulfill them. While evaluating software, consider factors such as industry-specific functionality, scalability, ease of navigation, and the availability of training and support resources.

After you’ve shortlisted a few solutions, it’s time to evaluate vendors. Look for customer reviews, testimonials and case studies to gauge their track record. You may also consider the vendor's experience of working with organizations similar to yours in terms of company size and primary needs.

Run a software demo to get hands-on experience with how well it works for your organization’s use case. This will provide you valuable insights into the solution’s capabilities and potential to fulfill your workforce management needs that may not be apparent from a feature comparison alone.

For a deeper dive into the comparison strategy, this article about Lean Selection methodology is a great place to start.

Cost & Pricing Considerations

Most WFM solutions come as cloud-based software, purchased and installed in a phased, "as needed" approach. Therefore, no matter the size of your business, you can find a cost-effective workforce management software option that aligns with your goals and budget.

Here are some costs typically associated with purchasing and implementing cloud-based WFM software:

Licensing and Subscription: WFM software is typically offered through a subscription-based model, where businesses pay a recurring fee to access the platform. The cost of these subscriptions can vary based on the number of users or employees you’ll manage, the primary features required and the level of support provided by the vendor.
Implementation and Setup: You may need to pay for implementation services like data migration, configuration and training while setting up the software. These costs can vary based on the complexity of the implementation and the level of support needed.
Customization and Integration: Some solutions may require customization or integration with existing systems, such as HR or payroll software. Consider the cost of any customization or integration work that may be needed to ensure the software meets its specific requirements.
Support and Maintenance: This includes costs of ongoing support and maintenance for the software such as technical support, software updates and access to new features.

Challenges of Workforce Management Software

Some challenges commonly associated with implementing and managing workforce management software include:

1. Integration with existing systems: Integrating the software with existing HR, payroll and other business systems can be complex and time-consuming, so ensuring data flow and compatibility with any existing software is crucial.

2. Change management: Implementing a new solution often requires changes in processes and workflows, which can make employees hesitant or even resistant. Effective change management strategies help ensure your new solution gets adopted successfully.

3. Data accuracy and reliability: WFM solutions rely on accurate and reliable data for functions such as scheduling, time and attendance tracking and performance management. Inaccurate or incomplete data can lead to inefficiencies and errors in day-to-day processes.

4. User training and adoption: Proper training and user adoption are crucial for the successful implementation of the software. Ensuring that employees are trained to use the solution effectively and are motivated to adopt new processes is essential for maximizing the benefits of the solution.

5. Security and data privacy: These solutions store sensitive employee data, an important consideration especially in the context of increasing cybersecurity threats and data protection regulations. Addressing these challenges requires careful planning and stakeholder collaboration, and continuous monitoring and improvement of business processes and systems.

Expert recommendations and analysis on the top Workforce Management systems

Alternatives to Workforce Management Systems

A workforce management system offers a lot. However, it’s not the only option.

Depending on your specific business needs, a more focused solution might be a better fit. Some tasks, like scheduling or payroll, can be automated with a single solution. However, those options often leave you only with targeted features.

A full HR suite might be a better fit to streamline multiple workflows for your business. HR management software typically focuses on HR processes more broadly than WFM software — from recruiting and onboarding to managing benefits, and everything in between.

Questions To Ask During Your Search

To determine your business’s requirements and understand what you’d be getting from each solution, ask questions of internal stakeholders and vendors.

Questions to Ask About Workforce Management Software

What are my organization’s short-term and long-term goals?
Which features are a must-have for my business?
What level of support and training will I require?
Can the software accommodate the unique needs and complexities of my organization, such as shift patterns, skill-based scheduling or complex labor regulations?
How does the software comply with data privacy regulations, such as GDPR or other regional requirements?
What level of support and guidance does the vendor offer during implementation?
What procedures are in place to address downtime, system failures or performance issues?

FAQs

What is workforce management?

Workforce management refers to the processes and techniques implemented by organizations to optimize employee performance and productivity. It involves planning, scheduling and tracking each employee’s activities and developing their skills to meet business goals.

Who uses workforce management software?

Workforce management solutions are used by a variety of businesses across different industries, including:

Retail businesses, to schedule staff, manage time and attendance, and optimize labor resources to meet customer demands.
Hotels, restaurants, and other hospitality businesses, to schedule shifts, manage part-time and seasonal workers, and track labor costs.
Hospitals, clinics, and other healthcare facilities, to schedule medical staff, manage compliance with labor laws and regulations, and optimize staffing levels based on patient demand.
Manufacturing companies, to track employee time and attendance, manage production schedules and optimize labor utilization in their facilities.
Transportation and logistics companies, to schedule drivers, warehouse staff and other employees, as well as track vehicle and equipment utilization.
Banks, insurance companies and other financial institutions, to manage staff scheduling, track employee productivity and ensure compliance with industry regulations.

What’s the difference between HCM and WFM?

Human capital management (HCM) is all about managing an employee's journey within a company, from hiring and training to keeping them happy at work. It looks at employees as valuable assets and focuses on their growth.

Workforce management (WFM), on the other hand, deals with day-to-day activities like scheduling, making sure employees are where they need to be, and following labor laws. While HCM focuses on the big picture of employee management, WFM handles the everyday details to keep things running smoothly.

What’s the difference between HR and WFM?

Human resources (HR) is the broad function focused on managing the employee lifecycle, including hiring, training and creating a great workplace culture. Its focus is the overall relationship between employees and the organization.

Workforce management (WFM) is a subset of HR. It gets into the specifics of daily operations — scheduling, time tracking, and ensuring the right number of employees are working at the right times. While HR shapes the workforce strategy, WFM handles the day-to-day logistics to make that strategy work.

What are examples of workforce management companies?

Dayforce, ADP and UKG are a few companies that offer comprehensive workforce management solutions and rate highly in our analysis of the market.

Expert recommendations and analysis on the top Workforce Management systems

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Additional Resources

About The Contributors

The following expert team members are responsible for creating, reviewing, and fact checking the accuracy of this content.

By Ishani Vats

Technical Content Writer

Ishani is a Technical Content Writer at SelectHub who covers LMS, workforce management, telemedicine and POS. She holds a master’s degree in Journalism and is passionate about translating complex technical concepts into engaging and accessible content for readers. Along with keeping the professional spirit hydrated, she likes petting dogs, looking up random facts and listening to any Lumineers song on repeat.

Technical Research By Nithin Shetty

Senior Analyst

With experience in research and consulting going back to 2015, Nithin Shetty is an asset to SelectHub's research team. In his Senior Research Analyst role, he works on projects in categories like HR, CRM, EHR and ERP. He's also a big movie buff and sports fan. When he isn't watching his favorite film or game, he's usually volunteering his free time to causes like blood drives and environmental cleanup.

Technical Review By Jaisri Narasimman

Principal Analyst

A graduate of NTU Singapore, Jaisri Narasimman honed her data mining and curation skills during her post-graduate education, focusing on developing strategies to help businesses make the most of their data. In her role at SelectHub, her research spans categories like HR, CRM and EHR.

Expert Review By Dan Smitley

Contributor & Advisor

Dan Smitley has been in contact centers for over 20 years and leading WFM for over 15 years. In previous roles he has been the Director of People Analytics and WFM and on the Board of Advisors for SWPP. He is currently consulting; helping teams think critically about how they can leverage their contact center and WFM teams as strategic assets for their organizations. A primary driver for him is the employee experience and how WFM can be the culture champions at any organization.

Edited By Dianna Dragonetti

Content Editor

As an editor, Dianna Dragonetti leads a team of five writers in writing about a variety of software, with an emphasis on how these tools empower businesses. Categories include accounting, learning management systems, content management systems, supply chain management, and electronic data interchange.