The Essential WFM Glossary
Application Programming Interface for connecting WFM systems.
Systematic tracking and management of employee absences.
The percentage of work time lost due to employee absences.
Automated creation of optimal employee schedules.
A time tracking device that uses fingerprint, facial, or iris recognition.
Tracking and managing employee breaks to ensure compliance and productivity.
When one employee clocks in or out for another employee who is not present.
A safety and training approach where employees work in pairs for mutual support.
Ensuring workforce operations continue during and after disruptive events.
Managing employee absences when they call in sick or unavailable.
Determining optimal staff and resources to meet future demand.
Monitoring and managing employee certifications, licenses, and required qualifications.
Managing organizational changes related to workforce management systems and processes.
Workforce management software hosted in the cloud for remote access.
Adherence to labor laws and regulations in workforce management.
Training employees to perform multiple roles or tasks within an organization.
A visual interface displaying key workforce metrics and data.
Analyzing workforce data to identify patterns and insights.
Estimating future workload to align staffing and resources.
Preparing workforce management systems and processes for business continuity during emergencies.
The level of enthusiasm and commitment employees have toward their work.
Individual employee choices regarding schedules, work arrangements, and conditions.
The ability of an organization to keep its employees over time.
How content and happy employees are with their jobs and work environment.
Digital tools that allow employees to manage their own work information.
Employee portal for managing personal work information and requests.
The overall health and happiness of employees in the workplace.
Identifying and handling deviations from planned schedules or processes.
A scheduling approach that allows employees to choose or adjust their work hours within set limits.
Predicting future staffing needs based on data and trends.
A unit that indicates the workload of an employed person in a way that makes workloads comparable.
Using game-like elements to motivate and engage employees in workforce management activities.
Using GPS or RFID to define virtual boundaries for workforce management purposes.
The process of determining the number of employees needed to meet business goals.
Managing teams that combine remote and on-site employees.
Connecting WFM systems with other business applications.
Real-time monitoring and adjustment of workforce during the workday.
Key Performance Indicators that measure workforce effectiveness.
Strategies and tools for controlling and optimizing labor expenses.
Predicting future staffing needs based on historical data and trends.
Maximizing workforce efficiency and productivity while minimizing costs.
Managing employee time off requests and leave balances.
Requiring employees to work beyond their regular scheduled hours.
Ensuring employees receive required meal breaks according to labor laws.
A mobile application for managing workforce schedules, time tracking, and communication.
Coordinating employee schedules across multiple locations or branches.
Directing work to employees with multiple relevant skills.
When an employee fails to show up for work without notifying their employer.
Scheduling employees to be available for work outside regular hours when needed.
Unfilled work shifts that need to be covered by available employees.
Controlling and optimizing employee overtime hours and costs.
Assigning work hours to employees who work fewer than full-time hours per week.
Setting goals, monitoring progress, and evaluating employee performance.
Using data and algorithms to create optimal employee schedules in advance.
Monitoring actual employee activities against planned schedules in real-time.
Monitoring employee activity in real time to ensure schedule compliance.
Managing and coordinating employees who work from locations outside the traditional office.
Generating and distributing workforce data and analytics.
Ensuring employees receive required rest breaks during their shifts.
A list or schedule showing which employees are working at what times.
The process of creating and maintaining employee work rosters or schedules.
A scheduling system where employees cycle through different shift times.
Metric measuring how closely employees follow their assigned schedules.
Using algorithms and data to create the most efficient employee schedules.
Assigning employees to shifts, tasks, and locations.
A system where employees select their own shifts from available options.
Additional pay for working non-standard hours or shifts.
Organizing employee work shifts to ensure coverage and compliance.
Additional compensation for working specific shifts or time periods.
Allowing employees to exchange assigned shifts with each other.
Percentage of scheduled time when employees are unavailable for productive work.
Work schedules divided into two or more periods with unpaid breaks in between.
Preparing for future leadership and critical role vacancies by developing internal talent.
A system where employees can offer and request shift exchanges.
Any activity where employees are paid for time they did not actually work.
Recording and monitoring the hours employees work.
Tracking employee working hours and presence.
The process of organizing, tracking, and evaluating employee training programs.
Allowing employees to choose to work additional hours beyond their regular schedule.
Allowing employees to take unpaid time off when business needs are low.
Technology solutions designed to manage workforce operations and scheduling.
Maintaining a healthy equilibrium between work responsibilities and personal life.
The use of data analysis to improve workforce management decisions.
The presence of differences within a workforce, such as age, gender, ethnicity, and background.
The ability to adapt staffing levels and roles to changing business needs.
The strategic process of optimizing employee productivity and efficiency.
A comprehensive platform that manages all aspects of workforce operations.
The ability of employees to move between roles, locations, or departments.
Maximizing workforce efficiency and productivity through strategic planning.
The process of analyzing and forecasting workforce needs to meet organizational goals.
The output or value generated by employees over a given period.
The ability of a workforce to adapt and recover from disruptions or challenges.
The ability to quickly adjust workforce size and capabilities to meet changing demands.
Dividing the workforce into groups based on roles, skills, or other criteria for targeted management.
A measure of how effectively employee time is used for productive work.
