Workforce Management Software: A
Mission-Critical Call Center Component
BY JIM HOGAN, PIPKINS, INC.
As call centers become more technically complex and agents become more
specialized, staffing becomes an increasingly critical issue. Having too
few agents available drives away customers (a dangerous practice with the
competition only a click away), while having too many agents is costly for
the company. Additionally, today's tight employment market makes retaining
skilled agents a top priority. These trends have made selecting the right
workforce management software program more important than ever -- in fact,
it's mission-critical.
Fortunately, workforce management software has responded to the market
and is evolving to meet these needs. More sophisticated technologies are
being developed to optimize call center staffing, increase employee
satisfaction and improve the bottom line. These enhanced technologies are
most apparent in two critical areas: call volume forecasting and agent
scheduling.
Forecasting call volumes and staffing requirements requires
sophisticated algorithms, such as the Erlang-C equations employed by most
workforce management software programs. Erlang-C (developed in the early
1900s for telcos) calculates the number of agents needed to staff a call
center based on the total number of calls received historically and the
skill sets of the agents. However, this algorithm assumes that the call
center can physically answer every call that comes in (no caller will
receive a busy signal), and that customers will wait indefinitely for
their calls to be answered. In reality, customers will eventually abandon
(hang up) if kept waiting too long. Other callers will receive a busy
signal when the available queues are filled. The end result is that the
center is always overstaffed. A more sophisticated formula is a modernized
version of the Erlang-C forecasting algorithm, which takes into account
both busy signals and call abandonment. This results in a more precise
calculation of the number of agents required to handle the projected call
volume, eliminating the overstaffing inherent in the traditional formula.
Pattern recognition, another key forecasting advancement, allows users
to identify abnormalities in the underlying historical data that can be
attributed to a certain event. Each time that event occurs, the forecasted
call volume will automatically be adjusted to take into account the
historical differential associated with that event. For example, a call
center may typically handle 4,500 calls on a Monday morning in July, but
if that day happens to be Independence Day, the volume may drop by 40
percent. Pattern recognition technology automatically ensures that the
right number of agents will be scheduled on the holiday to handle the
reduced call volume, allowing other employees to enjoy a picnic rather
than sit in the call center waiting for the phone to ring!
More sophisticated logging and monitoring systems have also improved
the granularity with which volume can be predicted. Where service levels
were once defined for a full day, they can now be defined in 30-minute or
even 15-minute blocks. This enables more efficient scheduling of breaks,
meetings and training sessions, further optimizing agents' schedules.
The latest advancements in scheduling capabilities can do more than
improve the company's bottom line -- they can also enhance agents' job
satisfaction, increasing performance and reducing turnover. Multiskilled
agents can be scheduled for multiple activities during a shift, with the
software ensuring that all activities are covered at all times.
Additionally, scheduling options are more flexible than ever. Agents can
stipulate preferred start and end times or preferred days off, and
employees can be rotated through less desirable shifts. All of these
factors result in increased job satisfaction for agents and reduced
turnover, therefore decreasing training and hiring budgets.
The more innovative workforce management providers are not simply
adding bells and whistles to their existing systems. They are responding
to related advancements in technology by incorporating Internet and
wireless technologies. For example, agents can use the Internet to request
changes to their schedules and even swap schedules or shifts with other
agents, making the workforce management system an interactive environment
between the supervisors and the agents. In a wireless environment, the
supervisor is unshackled from his or her desk, equipped with a hand-held
device and free to roam the call center floor, while browsing into the
system to access real-time information and respond to any changes in
trends.
Another advancement is the ability to forecast and schedule agents for
work other than the traditional inbound call, such as e-mail or Web chat.
Many companies are seeing a significant increase in customer communication
via e-mail, the handling of which requires staff members to have specialty
training and skills. As e-mail volume increases, the need to schedule
these agents efficiently will increase as well.
Exactly how much impact can this new technology have on a call center's
bottom line? One prominent Fortune 500 company estimates that they were
scheduling 2,500 agents per week at 80 percent efficiency when they
decided to upgrade their workforce management solution. Once the software
had been deployed enterprisewide, scheduling efficiency improved to nearly
94 percent. Each percentage point increase represents an increase in the
bottom line of approximately $650,000, making their efficiency gains worth
somewhere in the neighborhood of $7 to 8 million annually. Granted,
results for smaller companies will be less dramatic, but a percentage
point increase in efficiency in a small to medium-sized call center can
still represent tens of thousands of dollars. In most instances, a
workforce management package has a payback of less than one year based on
staffing efficiency alone. Add to that the increase in customer
satisfaction and the increase in employee job satisfaction, and it's
obvious that it pays to keep up with the latest in workforce management
software.
Jim Hogan is senior consultant and manager of customer care for Pipkins,
Inc. He has been project manager for over 20 installations of Maxima
Advantage, Pipkins' workforce management system.
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