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Workforce management software

Workforce management software that connects scheduling, time, and payroll readiness.

Bring employee schedules, recorded hours, attendance exceptions, and payroll-ready data into a connected workforce-management approach. Phi HCM brings together Time, Attendance, Scheduling, Strategic Scheduling, Accruals, Leave, and reporting. Start with the workflows creating the most friction, then evaluate the rules, approvals, and integrations your organization needs.

Request a workforce demo Explore the modules

Activity

Resolve time-clock exceptions before payroll.

A missing punch or unexpected overtime total needs a clear owner and a reviewable correction. Follow recorded hours through timecard review, configured pay rules, employee confirmation where required, and manager approval. Check what changes in the approved payroll-ready result when a punch is corrected.

Time tracking and missing-punch review
Overtime review and attendance exceptions
Accruals and leave balances
Approval history and reporting

Explore Time

Coverage

Make shift planning fit the work.

Build the employee scheduling conversation around locations, roles, skills, availability, and demand. Use a representative shift and absence to test coverage before publishing. Evaluate automated shift planning and more complex forecasting requirements within a confirmed Strategic Scheduling scope, including the constraints and manager decisions behind the result.

Coverage, demand, and shift-planning scenarios
Availability, approved leave, and skills
Scheduling and Strategic Scheduling
Connections to time and attendance

Explore Strategic Scheduling

Control

Connect labor-cost visibility to decisions.

Compare planned work with approved hours and the labor allocations finance needs. Define which rates, cost centers, pay codes, and reporting periods drive the figures. If labor cost forecasting is part of your scope, confirm its inputs, refresh timing, and supported calculations. Then trace approved time into payroll, including the receiving system and correction process.

Payroll-ready data and review
Labor allocation and cost-center alignment
Reporting inputs and refresh timing
Defined payroll and finance responsibilities

Plan the data handoffs

A practical evaluation scenario

Follow a shift from planning to payroll readiness.

Evaluate WFM as a connected process. Use a fictional shift and an absence to see where employees, managers, and payroll each take responsibility.

Step 1
Plan coverage
An employee has approved leave on a day that still requires coverage at a particular location.
What to verify: Review the leave decision, required role, available people, and manager approval of the revised schedule.
Step 2
Review actual work
The replacement employee works the shift but has a missing punch.
What to verify: Follow the correction, employee confirmation where required, calculation rules, and timecard approval.
Step 3
Reconcile the handoff
Payroll receives the reviewed hours for the period while operations compares planned and actual coverage.
What to verify: Confirm the cutoff, pay codes, receiving-system format, reconciliation owner, and correction process.

Illustrative evaluation scenario—not a customer case study, product image, or guarantee of a particular result. Confirm availability and configuration for your deployment.

Use the HCM evaluation worksheet

Evaluate with clarity

Workforce management software evaluation

Bring a real scheduling constraint, timecard exception, and payroll cutoff to your evaluation. The workflows above are demo scenarios, not customer results; validate the configured rules and connected services for your own rollout.

✓Can a manager explain how availability, skills, demand, and leave affect a proposed shift plan?
✓Can overtime tracking software show the recorded hours, configured rule, reviewer, and correction history behind a total?
✓Can we distinguish planned labor cost from actual approved hours, and confirm how often each figure updates?
✓Can approved time reach our payroll process with a documented cutoff, receiving-system acknowledgement, and correction path?

Continue your research

Take the next useful step.

Time and attendance

Explore the foundation of accurate workforce activity.

Employee scheduling

Review scheduling and coverage requirements.

HCM or workforce management?

Decide whether your next step is HR administration, workforce operations, or both.

Questions buyers ask

Understand the system before you choose it.

Does workforce management software guarantee labor-law compliance?

No. Configurable rules, exception visibility, approval records, and review workflows can support your operating policies. Confirm the requirements and configuration for each location with qualified reviewers. Do not assume automatic coverage of every jurisdiction or regulation.

What does workforce management software include?

Workforce management commonly includes timekeeping, attendance, scheduling, absence, and the review steps that prepare workforce activity for payroll. In Phi HCM, these capabilities are organized into modules so the scope can reflect your workforce and operating rules.

Is workforce management the same as payroll?

No. Workforce management records and reviews the work and absence activity that can affect pay. Payroll applies the relevant earnings, deductions, and other configured rules. Define the data, approvals, cutoff, and correction responsibilities between them before deployment.

When should we evaluate Strategic Scheduling?

Evaluate Strategic Scheduling when coverage needs extend beyond a basic roster: for example, different roles, locations, skills, availability, and demand patterns. Bring representative constraints to the demo to confirm the right configuration and module scope.

How does workforce management connect to HCM?

Core HCM provides the employee and organization context. Workforce management uses that context for day-to-day work, while payroll, finance, and Business Intelligence support the next review and reporting steps. Agree which system owns each field when other systems remain in place.

See the platform in context

See workforce management in context.

Bring a difficult coverage scenario, an overtime or missing-punch example, and your payroll cutoff. We will use them to define a focused Phi HCM scope and the evidence to review.

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