November 21, 2018
Dani is the Managing Editor, Content Marketing at Ceridian.
The pressure is on for retail and hospitality business leaders to manage their workforces well. A new report from HR.com and sponsored by Ceridian revealed the key workforce management issues these businesses are dealing with, and how they can potentially address these challenges.
The survey, which targeted North American HR professionals in the retail and hospitality industries at organizations with 1, 000 or more employees, found that these organizations have an opportunity to leverage more data, better technology, and more efficient processes to better manage their people.
The most widely cited challenge for the retail and hospitality industries is retaining employees – in fact, 76% of respondents said this was a challenge. This could be due to a number of factors, including the tight labor market and low unemployment rate. The strong labor market is also making recruitment more difficult. This issue was cited as a major challenge by about half of participants.
Interestingly, many respondents don’t have access to real-time turnover data – so they’re not able to immediately investigate areas that may affect retention and recruiting. Only a little more than one-quarter of respondents say their organizations have real-time data about turnover, and just 13% have real-time access to data that shows how turnover is affecting the company overall.
When citing the top factors that make it most difficult for them to stay in compliance with changing laws and regulations, participants said complexity (58%) and lack of time (50%) were the top two. Participants also said the pace of change is a key issue, with constantly changing regulations making it challenging to comply with rules that impact scheduling, compensation, and other workforce management issues.
The report also found that lack of employee training can play a role in organizations’ struggles to remain compliant, which could be related to the retention and recruiting issues mentioned above.
Just one-fifth of participants said that they are very prepared for a government audit. These organizations are more likely to have comprehensive staff policies and procedures, detailed employee data, and the ability to answer questions about independent contractor statuses and “off-the-clock” policies. Expertise, time, and technology all play a role in how well-equipped organizations feel.
Scheduling labor is a major cost and productivity issue for most. Only a fifth of participants said their scheduling practices are highly efficient and cost-effective, while just a quarter said they are well-equipped to handle legislative changes that affect labor scheduling and planning.
Only a handful of organizations – 12%, in fact – strongly agree their company has the capability to properly predict and plan for labor needs. Organizations that are less prepared may lack some of the expertise, time or technology required to do this well. We should note that the hospitality industry is especially susceptible to hard-to-predict external changes.
Only a quarter of respondents said they have the data they need to report on key performance indicators (KPIs). This indicates that many organizations in the retail or hospitality industries are struggling to do business in an information-scarce environment. They require better dashboards, filters, more just-in-time data, and analytics that allow them to quickly glean how they are performing.
Because of this, unsurprisingly, only 19% of respondents strongly agreed that their stores are properly aligned to their business goals and KPIs.
The report found that many organizations suffer from lack of data and metrics. In fact, 38% of participants said they’re “behind the curve” when it comes to technology solutions that make employees’ and managers’ jobs easier, while only 17% said they’re ahead.
Businesses without real-time access to data are at a competitive disadvantage. Companies with tech solutions that are “ahead of the curve” are more likely than others to report that they’re better at retaining employees, better prepared for a government audit, and have enough time to stay compliant.
Although some organizations are using workforce management technologies with great success, many are not. The report highlights the opportunity for businesses to review the usefulness of their current technologies, and consider investing in new tech to ensure all stakeholders have access to the right data when they need to make informed business decisions.