Ask any workforce management vendor what clients tend to overlook during implementation, and more often than not, the answer is the same: time banks.
They rarely make the shortlist during RFPs and they're often an afterthought in demos, but once the system goes live, they’re everywhere.
Time banks act as running ledgers crediting and debiting hours based on the type of time worked: regular shifts, overtime, training, certifications, cross-functional roles, you name it. These aren’t just passive counters but very programmable, auditable tools that help organizations stay compliant, monitor progress, and power long-term operational decisions.
The problem is that most platforms don’t make time bank configuration flexible enough to match the real-world complexity of scheduling and labor policies. Without thresholds, traceability, or audit logs, small discrepancies quickly turn into bigger problems, especially in industries where certification hours or role-specific experience matter.
“Whatever it is you need to track, time banks end up being critical for any sort of WFM deployment.”
In this clip, we explore:
- Why time type logic (like “3 hours of training” vs “2 hours of overtime”) is central to accurate tracking
- How auditability helps HR teams trace every adjustment and prevent compliance risk
- What makes a good time bank engine: flexibility, visibility, and thresholds
Time banks may not be flashy but they’re the quiet engine that keeps your WFM system accountable, adaptable, and scalable.