By Lisa Disselkamp

A new year, a fresh start. As you look back on 2009, is it a year you would repeat? January is a good time to make assessments. This year we have not only the passing of a year, but the dawn of a new decade. How far have you come in the past ten years? Where will you be in ten years from now?

Evolution – that’s the key. Everything changes over time but that’s not the same as evolving. You’re ten years older, your wardrobe has (hopefully) changed, your job may have changed, your systems have upgraded a few versions, and the competition for business is tougher. Everything is different, but is it getting any better? Development, growth, progress, adaptation, achievement – those are the elements of an evolution. One year, five years, ten years have passed, things appear differently…. but are they?

For anyone involved with technology and time and labor management specifically, the assessment requires an honest examination of how we use the technology. What approach do we take? Where are workforce management processes positioned within the organization? What can the system really do for the employer? What’s the intent – what are we trying to achieve and are we being successful?

Take this opportunity – in the privacy of your own office, within the confines of this electronic venue – to undertake a self-assessment and to be brutally honest with yourself about your organization, your technology, your processes and most especially your outcomes. No one will hear

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This is such a simple thing when you think about it…  one small idea that can make a big difference.  We’re not in this for ourselves, this isn’t going to make anyone a fortune.  This is about finding people out there who want to make a difference where we can.  Blow the whistle…  tell us about companies still using paper time cards.  WE WILL CONTACT THEM.

Even if they choose to continue using paper, we can at least provide some ideas that may take hold and lay the foundation for a change in years to come.  Here is an implementation methodology that I wrote for a great company called Qqest.  They’re a solid company with great talent and a great product “TimeForce(R).”

“Phase 1 – Initial Requirements Gathering

The first step in the implementation process begins with the Initial Requirements Questionnaire.  This questionnaire will assist you in documenting corporate policies, pay rules, and procedures.  This includes gathering requirements on shifts, rosters, and holidays; as well as any required interfaces such as Human Resource and Payroll interfaces.  Once completed and signed, this document will constitute the overall Project Scope.  Our Change Management Process will address any changes to the Project Scope.  The Qqest Project Escalation Path is defined in this phase and will determine the approach for the escalation of issues.  After reviewing the completed requirements questionnaire, the Initial Requirements Gathering phase concludes with customer sign off.

Phase 2 – Infrastructure and Initial Training

At the conclusion of the first phase, the Qqest project team configures

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I’ve known Control Module for over 15 years and have used their hardware for some of the largest implementations of Workforce Management in the industry.  Their hardware is implemented at 160 of the Fortune 500.

One of the unique aspects of their terminals is the modularity of components that literally “snap” in and out.  You can purchase one core model and have multiple modules to go from ethernet to modem or card swipe to biometric by snapping in the appropriate module.

Control Module has a history of “firsts”:  they developed the first portable time & attendance terminal, the first using barcode technology, the first terminal using secure media technology, the first biometrics terminal and the first Java-programmable data terminal. CMI also holds numerous patents and has pioneered the development of products now considered industry standards, including:

• SaveTime modular data collection terminals
• BioScan biotechnology fingerprint readers
• LINC Ethernet & Token ring support
• Keyboard decoder wedges
• Barcode readers
• Wiegand readers
• Proximity readers
• Multi-drop terminal networks
• Multimedia (barcode / magnetic) terminals
• SecurCode II forgery-proof bar code
• Holonetics Access Control Systems
• Intelligent locking systems

CMI products are now used around the world for applications in time and attendance, access control, process control and machine control. CMI’s Genus line of Java-programmable terminals are the only workforce management devices that serve as Internet appliances, and can communicate anywhere on the Internet, via a Web services model. This enables CMI’s terminals to seamlessly integrate into a variety of back-end databases, including HRMS, ERP, accounting and payroll. CMI’s Genus terminals have created – for the first time – the ability for customers

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I’ve sold, managed and implemented some of the most difficult projects in the world.  The key is proper expectations and choosing the right system for your company.

If you are a large “enterprise” organization you may look at CyberShift, Workforce Software or Kronos.  However “mid-sized” or smaller organizations may want to try some of the less expensive alternatives.  One of our Diamond sponsors, ReportTime (who is due to launch their SaaS only product in January 2010) is going to offer a low cost, high value solution.

No matter which solution you choose, always, always focus on documenting your needs upfront and insure the provider has a proper implementation methodology.  Let us know if you have any questions, that’s what we’re here for.

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