Data: digital gold for efficient and people-oriented flex work planning

"Without data you are just another person with an opinion," said William Edwards Deming. It is no coincidence that data is the digital gold of the 21st century. But you have to collect it, interpret it and use it wisely in making future decisions.  
Beeple does the first step for you: relevant parameters are continuously monitored. Here are a few ways in which you can better exploit flex work data:

Data and HR: know your flexworkers

Who comes to your workplace? You can also build a relationship with flex workers. Perhaps you want to know which flex workers you absolutely must keep in house and whether shifts are easily filled. Metrics such as absenteeism, time to fill and on-time arrival are highly relevant to your HR policy.

Digitalisation must lead to efficiency gains

In an ideal world, all your raw information is collected in one large database and you can easily make analyses in it.

For flexible work planning, that ideal world is called Beeple. The history of hours worked, absences, profile characteristics, manager satisfaction, timing of check-in and check-out, among other things, are all in one app. From this, you can extract KPIs to incrementally gain efficiency.

Dashboarding for insight at a glance

To translate the data into valuable insights, Beeple partners with Cumul.io. Thanks to the Cumul.io integration, you can convert raw data into actionable reports and dashboards in just a few clicks. In a blink of an eye, you get an overview of various metrics.

These four metrics improve your performance in the long term

• Number of shifts per month. After a year, you know when there are peak moments and quiet periods. And therefore when and where you will need (flex) employees.
• Absenteeism. Absenteeism is often associated with the well-being of employees. Is this figure too high? Then you will benefit from investigating why employees are absent and what the underlying causes might be.
• Evaluation of flex workers. You get an insight into the capacities and talents of your flex-employees and who needs extra training. You can use these conclusions to invest cleverly in your human resources.
• Shifts per customer or project. Which customers or projects demand the most time and resources from your organisation? Sometimes the results are not what you expected.

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