RedPrairie for Workforce Management

Transcription

1 RedPrairie for Workforce Management

2 Transforming the Workplace for an Agile, Accountable, and Efficient Enterprise Can you imagine a company where all workers consistently perform their jobs according to efficient best practices and are accountable for their own performance? Where supervisors and managers are coaches, mentors and trainers? Where just the right number of workers with the right skills are available just when needed to handle ever-changing consumer demand? And where management has visibility to enterprise-wide workforce metrics, events and analytics in real-time to make timely, informed decisions? This could be your company today with RedPrairie s Workforce Management solution. How do RedPrairie customers achieve these results? Through a proven business transformation process supported by a culture-altering change management programme, industry-leading technology and a strategic project management approach. Business Transformation > Identifies the gap between your current operations and industry best practices, and provides a step-by-step process to transform your organisation into a performance-focused workforce culture that is motivated to achieve your corporate goals. Change Management > A full set of consulting, communication and training services gets all levels of your organisation working together for business transformation through a proven eight-step change management programme. This provides the training, skills, attitude and frame of mind required to succeed in a performance-focused culture. Enabling Technology > RedPrairie s proven, industry-leading suite of Workforce Management applications support the business transformation process and the performance-focused workforce environment to maximise the value your workforce can contribute to company success. Strategic Project Management > A combination of experienced people and proven processes ensure the transformation process, change management programme and enabling technology come together to address the unique challenges and opportunities faced by your organisation. Hundreds of companies with thousands of sites are more agile, accountable and efficient with RedPrairie Workforce Management. As a result, they experience: 1-3% increases in top line sales 1-2% reductions pirated hours 10-35% increases in productivity 10-45% increases in utilisation 3-11% increases in quality 10-25% decreases in involuntary turnover 10-35% decreases in labour cost 2

3 Transforming Workforce Management To develop a world-class workforce requires a transformation in how workforce management is perceived and executed at all levels of the organisation. This cultural transformation does not happen simply by installing new software. It requires a well thought-out, proven approach for transforming processes, perceptions and technology. RedPrairie offers this proven approach through its Business Transformation methodology, a step-by-step process that directs joint RedPrairie-customer teams through analysis, engineering, design, testing, communication, training and change management. The process can take a few weeks or a few months depending on the degree of precision desired, but invariably produces return on investment in less than one year. The business transformation process includes: Strategy > Aligning physical plant, operational processes and workforce practices with corporate, divisional and departmental goals. This can involve areas as diverse as site selection, facility layout, slotting, material handling automation, ergonomics, OSHA considerations, and HR policies. The objective is to create a workplace environment most conducive to meeting company goals through optimal workforce performance. Process Analysis / Design > A detailed examination of all workforce practices, policies and processes to optimize the execution and flow of work end-to-end from retail store operations back through distribution, manufacturing and customer service. The goal is to design processes that optimize workforce utilisation, quality, safety and customer service. Preferred Methods and Standards > Maximizing performance requires all workers to consistently perform their tasks in the most efficient way possible, with consideration for quality, safety and customer service. But most organisations actually work at only 67% of their true potential. RedPrairie s Business Transformation process defines best practices for what tasks should be done, preferred methods for how those tasks should be performed, and standards for how long each task should take. The precision with which these methods and standards are defined depends on the needs of each customer. Through RedPrairie s Adaptable Precision approach, customers can start anywhere along a range of implementation options and then migrate to higher levels of precision, and associated performance gains, over time through a continuous improvement programme. Human Capital Management > The effectiveness of any workforce programme has far more to do with people and processes than with technology. Success depends on having the right people with the right skills properly trained, motivated and monitored. This requires close attention to every step of the employment process from recruitment through retention. RedPrairie offers targeted consulting services to optimize every step of this process, enabling you to create and maintain the best possible workforce. 3

4 Change Management Under RedPrairie s workforce management approach, workers become accountable for their own performance and managers become teachers, coaches and mentors. The result is a workforce that is more agile and efficient, provides better customer service, has higher morale and exhibits lower turnover. There is no magic to this transformation. It s the result of a proven change management programme that gets all players involved and on the same page, willingly and collectively working to produce sustainable workplace transformation. Why? Because all parties benefit under the transformed environment. To facilitate this workplace transformation, RedPrairie incorporates a comprehensive change management programme, and its supporting change management field guide, as integral parts of its Business Transformation methodology. The steps overlap and are mutually supporting. They include: 1. Motivate > Change must be supported from the top of the organisation by establishing the motivation behind why change is necessary, and why it is necessary now. This step helps management define and communicate the reason for change. 2. Oversight > Change must be directed by a high level management team with the authority to ensure the transformation aligns with corporate goals, the specified process is adhered to, and the proper resources are available. In this step, the roles and responsibilities of the management oversight team are defined. 3. Provide Vision > The most important step in initiating change is to create and communicate a vision of the future that is compelling and easily understood. RedPrairie provides experienced guidance to lead your team through this critical process. 4. Engage > Once the vision is set, it must be effectively communicated to ensure understanding and buy-in. Factors such as messaging, presentation, the medium used, timing and reinforcement all contribute to getting all affected parties engaged. Without buy-in, real cultural change is impossible. Our overall throughput is up 25.87%. We have reduced our monthly warehouse expenses from 2.99% of net sales to 2.55% (and declining). This equates to an average of $50,000 savings per month. John S. Teixeira VP of Operations US Foodservice, Cincinnati 4

5 Change Management 5. Involve > Transforming workplace culture requires active involvement by far more than just the project team. It requires all managers and workers to be part of the process. RedPrairie offers a step-by-step approach to get all participants positively and actively involved in the transformation, from initial buy-in through continuous improvement. The aforementioned change management programme is initially used to facilitate the successful introduction of the performance-focused culture, but can be used on an on-going basis as the foundation for continuous improvement and other corporate change programmes. 6. Short-Term Goals > Because the long-term goal of the transformation may be difficult to grasp for those involved in day-to-day operations, it is important to achieve short-term goals to produce a sense of progress and accomplishment. This helps give participants a sense the transformation is possible and that they can be successful within the new environment. 7. Secure Gains > Once short-term goals have been achieved, it is important to lock them in as the new performance plateau on which future gains will be built. The art is to make each small win become a signpost on the path to the ultimate goal, enabling success to build on success. RedPrairie consultants provide tips and techniques to assist in making these gains part of your culture. 8. Sustain > Once the initial project achieves its goal of cultural transformation, the work is far from over. The transformation only has value if it is sustained over time. RedPrairie provides guidance throughout the programme to ensure the transformed culture becomes the new norm for organisational effectiveness. Adaptable Precision RedPrairie s Adaptable Precision approach allows you to match the level of specificity in methods and standards development with the associated gains in performance. The more detailed the standards, the greater the performance gains will be. The flexibility of this approach allows you to start Realising results quickly, while using continuous improvement techniques to increase performance gains over time. Adaptable Precision Reasonable expectancies, Historicals and Units per Hour Discrete Travel with Industry KPIs Full Install & Continuous Improvement Targeted or Full Preferred Methods and Discrete Standards Incentive Pay, Continuous Improvement, Companion Modules Express Install & Continuous Improvement 2%-7% gains 5%-11% gains 10%-25% gains 22%-35% gains 5

6 Enabling Technologies RedPrairie s Workforce Management suite is the enabling technology that supports and automates the business transformation process. It provides the speed, accuracy, data capture and advanced optimisation algorithms needed to maximise the value of the programme. RedPrairie s industry-leading technology components include: Workforce Demand Planning > Having the right number of people with the right skill sets available to meet consumer-driven demand is critical to providing superior service at the lowest possible cost. RedPrairie enables you to forecast workforce needs across days, weeks or months based on consumption, order forecasts, seasonal trends or special promotions. It also provides what if modelling and simulation capabilities to evaluate the impact of changes to layout, slotting, equipment or other performance factors. Schedule Optimisation > Being able to quickly assign and reassign workers to the proper work functions or area based on factors such as order flow, skills, shipping deadlines, past performance and payroll cost enables you to maximise both customer service and efficiency. Schedules can be optimised for any time period, and can quickly be re-cast within a shift. Task Optimisation > Making sure all tasks are assigned and executed in the proper sequence is critical to both efficiency and quality service. This technology simplifies and automates the process so managers can quickly assign and schedule tasks, as well as balance workflows, to ensure adequate resources and timely completion. Learning Management > Today s distribution and store operations jobs require higher levels of skills than in the past. Training and in-place learning experiences are more critical than ever to productive workforces. RedPrairie s blended learning approach combines instructor-led training with complementary e-courses for on-demand, web-based deployment, seamlessly administered through RedPrairie s Learning Manager, streamlining the learning process for local and distributed workforces. Compliance & Measurement > Measuring results and ensuring compliance is at the heart of any performance improvement programme. In addition to comparing actual performance to standards, this involves factors such as indirect time, attendance, quality and incentive calculations. RedPrairie s technology provides tracking, calculation and real-time feedback to make productivity improvement an integral part of a performance culture. Visibility & Analytics > While labour management is a front-line responsibility, real-time visibility to performance, with the ability to immediately react to events, analyse trends and discover the root cause of problems across the enterprise, is a key component of a performance-focused workforce. RedPrairie s enterprise level tools enable this real-time visibility and analysis along with state-of-the-art graphical dashboards and reporting. Only RedPrairie has this broad spectrum of enabling technology to fully support workforce management transformation. The result is more agile, accountable and efficient enterprises. We were able to reduce our workforce by 20 percent, but actually increase throughput. We estimate that s saved us about a million dollars. John Guy Vice President of Supply Chain and Distribution Briggs & Stratton Corporation 6

7 Strategic Project Management Most companies do not have the resources or expertise to transform their workforce cultures from within. RedPrairie s highly experienced consultants provide a full range of strategic project management services to lead customers through this game-changing transformation. Services include: Governance & Sponsorship > Establishing the proper framework for conducting the project is a key first step to ensure outcomes align with project objectives. Factors such as team structures, reporting relationships, resource availability, and project timing and milestones must be defined and monitored. Methodology > RedPrairie has a proven methodology developed over 40 years of consulting practice that guides the transformation process. The Assess-Transform-Ownership-Measure (ATOM) approach has successfully transformed thousands of workforces, yet is specific to each customer s challenges and environment. Team Guidance > Multiple levels of teams are typically involved in the workforce transformation. RedPrairie s strategic project management approach defines team responsibilities and the interaction between teams to ensure the collaboration remains focused on project and corporate objectives. QA & Risk Mitigation > Every transformational process involves risk. The key is to understand and manage the risks to ensure the quality and integrity of the project remains high and surprises don t undermine the process or results. Summary Yes, you can have a company where all workers consistently perform their jobs according to efficient best practices and are accountable for their own performance. Where supervisors and managers are coaches, mentors and trainers. Where just the right number of workers with the right skills are available just when needed to handle ever-changing consumer demand. And where management has visibility to enterprise-wide workforce metrics, events and analytics in real-time to make timely, informed decisions. It takes a transformation in how your company views and executes workforce management. But RedPrairie will assist you with every step of the transformation process, providing proven change management techniques, the most comprehensive workforce technology and strategic project management. The results, as proven in thousands of customer sites, will be increases in productivity and utilisation of 10 to 45 percent, improved quality and consistency, and decreased labour costs. It s a transformation worth making. 7

8 For more information RedPrairie Corporation Beacon House Ibstone Road, Stokenchurch Buckinghamshire HP14 3AQ RedPrairie.com RedPrairie Corporation has made every effort to ensure the accuracy of the information included in this document. This document is subject to change without notice. The information contained in this document may not reflect the final design in some instances. Copyright 2009 RedPrairie Corporation. All rights reserved. This publication contains proprietary information of RedPrairie Corporation. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of RedPrairie Corporation. RedPrairie and the RedPrairie logo are registered trademarks of RedPrairie Corporation. E 2 e is a trademark of RedPrairie Corporation.All other trademarks and registered trademarks are the property of their respective holders.