Why Adopt an End-to-End Platform for Your Organization’s Blue Collar Lifecycle?

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Let’s begin at the end. What does any company hope to achieve? If there’s one word that encompasses all the goals and objectives of all organizations in any industry or geography, it is “success.” Of course, the word can mean different things to different companies. But, at the end of the day, companies want to expand their profit margins and grow. To achieve this, particularly in a competitive landscape, companies need to achieve operational efficiency. To put it simply, they need to lower costs without compromising employee productivity and quality of output.

There is a lot of focus on improving white collar productivity, by attracting and retaining the right talent, training them to perform, motivating them to achieve more, and supporting them with the right process technology to increase their efficiency. However, the same cannot be said for blue collar employees. This is despite the fact that, for some companies, blue collar workers constitute the largest part of their workforce. Such companies stand to benefit immensely from adopting an end-to-end platform for their blue collar lifecycle.

The Right Person for the Right Job

This process begins well before your blue collar employee is on your payroll. Job sites are not accessed by most blue-collar workers. They depend on word of mouth, classified ads, and agencies. By using these methods, companies cannot hope to set up standard processes across different locations. Moreover, they can never be sure of accessing accurate and comprehensive information to make the right decision. It all boils down to a matter of luck and companies are stuck trying to fit a square peg into a round hole.

On the other hand, the skill gap prevents blue collar workers from performing their tasks well, resulting in high anxiety and loss of income.

An end-to-end platform for blue collar workforce management begins right at hiring. It becomes easier to access a much larger database of candidates, ensure safety though verification, and reach out to them with personalized messages in their native tongue.

Operational Efficiency Versus Cost Saving

The wages of the blue collar workforce are typically much lower than what the managerial staff is paid. In an attempt to lower costs, companies often have a very small team of supervisors and foremen to manage a fairly large team of blue collar workers. This makes blue collar workforce management quite a nightmare for supervisors and managers, who need to schedule shifts, track attendance, manage leaves, and record over time work, all the while ensuring workers don’t underperform.

For some semblance of order, supervisors and managers have highly stringent and inflexible rules for workers to follow. This results in a huge loss of trust, lack of motivation and low company loyalty among the blue collar workforce.

Happy workers are significantly more productive. Companies know this, but do not have the resources to increase the supervisor-worker ratio. If only there was a way to track worker performance without increasing the number of supervisors. Well, there is. A platform created specifically for blue collar employee management can help achieve higher operational efficiency.

It can easily capture worker details and map them to their hours worked, tasks performed, daily earnings, attendance, and work schedules. Real-time data and periodic insights help management make better and faster decisions. Onboarding, training, and query resolution can be standardized and can happen faster. Transparency in attendance and earnings can give peace of mind to the workers.

These features are especially helpful in managing distributed teams. Organizations can easily monitor their workforce spread across different cities and towns. What this means is that the company records lower costs, the supervisors have greater control, and the workers have more flexibility. Everyone is a winner.

A Direct Impact on Quality

While the management provides strategical direction, it is the blue collar workers who actually produce the goods or provide the service to customers. It is the factory or construction workers, maintenance and repair staff, cab drivers, or delivery guys who contribute hands-on (literally!) to the final customer experience.

Keeping this section of the workforce motivated can have a huge impact on the overall customer experience. Since the end-to-end platform tracks performance details of blue collar workers, management can easily incentivize hard work and desired behaviors. Features like automated salary disbursal, advance on salary, and rewards can make blue collar workers feel much more appreciated and valued.

Such an approach can improve productivity, increase company loyalty, and reduce retention.

Health and Wellbeing

The blue-collar community in India lacks access to financial products. So, while they may face harsh working conditions and even occupational hazards, financial constraints make it difficult for them to get a health or accident cover or access treatment.

A comprehensive system to manage the blue force lifecycle can collect, store, and manage employee data, such that insurance and financial services like personal loans can be provided in time. It can empower workers with facilities like paying rent online, access to a line of credit, and the easy transfer of money to their families. It can also help provide them facilities like doctor consultation, comprehensive medical check-up packages, and access to discounted medicines and diagnostic tests.

Such facilities can help blue collar workers focus on their jobs, increase productivity, and reduce absenteeism.

Employee satisfaction has been a cornerstone for companies to achieve growth and success. With an end-to-end platform for the blue collar lifecycle, a company can inculcate desired behaviors, achieve growth and enjoy an enviable brand reputation.

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