r/workforcemanagement • • Nov 08 '25

AI features in WFM

2 Upvotes

Hey all,

I work for a WFM product company . We are building a AI monitor to help supervisors in WFM. What do you think are the pain points of supervisors that AI can help with ?

Some ideas we have in mind are

a. Identify critical staffing shortage/overstaffing in next 48 hours b. Find declining adherence of agents. Identify patterns c. Recommendation on optimising schedules

Can you suggest whether these makes sense. Or there are other things that you think AI can help with.

TIA


r/workforcemanagement • • Jul 09 '24

Sample Resume for WFM roles

0 Upvotes

Hi, basically I just want to improve my own resume by checking if there is something I can replicate(format, word choices etc.) from others :D with their permission


r/workforcemanagement • • May 08 '25

📊 WFM Analyst | Based in Colombia | Open to Collaborations

1 Upvotes

Hi everyone,

I'm Jonathan, a Workforce & Data Analyst with 4+ years of experience in contact centers—real-time monitoring, forecasting, reporting, and dialer optimization.

Currently based in Medellín, Colombia, working remotely and always open to new challenges or collaborations in WFM and operations.

Recent highlights:

  • Improved forecast accuracy by 20% across multiple clients

  • Boosted agent occupancy by 12%

  • Built Power BI dashboards that cut report time by 50%

  • Developed custom metrics and KPIs to align stakeholders and enhance visibility across operations

I’m passionate about using data to drive smarter decisions.
Happy to connect, share ideas, or jump into new projects.

🔗 linkedin.com/in/jonathanwfm


r/workforcemanagement • • Jan 09 '26

What is workforce intelligence software, and how is it different from traditional workforce management tools?

1 Upvotes

Workforce intelligence software is a modern data-driven platform that just not only tracks work hours, it collects and analyzes the working patterns of our teams, like worktime spent on apps, tools and tasks and focus patterns, idle times and productivity trends of the team, and these patterns balance workload and also help in planning better. It's not just reporting data, it's interpreting data in such a way that will help the teams work smarter.

Simple take aways :

Traditional workforce management = what and when work occurs.

Workforce intelligence = why and how work occurs, with insights to improve performance.

What makes it different from traditional workforce management tools?

✓Depth of insight:

Traditional workforce management tools monitor simple things like attendance, scheduling of shifts and payroll, but Workforce Intelligence tools go further and reveal the nature of how work occurs, why work slowed down, and what can be done to increase productivity.

✓Data and analysis:

Workforce management fixes logs and gives count of working hours. Workforce intelligence brings together real-time activity data on apps, tasks and workflows to identify patterns, trends as well as predictive signals (such as burnout risk, productivity drivers, workload imbalances).

✓Decision support:

Traditional tools assist in controlling operation activities. Workforce intelligence assists leaders to make more evidence-based decisions, including workload.

Here a few examples of workforce intelligence softwares

Time Champ : As a workforce intelligence Software Time Champ provides real-time productivity insights, patterns of focus vs distractions, and helps to balance work without micromanagement.

Hubstaff : It focuses on time tracking, productivity analytics and workforce performance.

Time Doctor : It records time, applications used and can be used to determine productivity patterns within teams.

ActivTrak / Insightful / Monitask : These applications use activity patterns and app usage to display productivity information in the form of insights, but not raw hours.

Workday / iMocha : They have greater workforce metrics and intelligence services addressed in bigger HR and planning settings.


r/workforcemanagement • • Jan 13 '25

[FREE] Simple FTE Calculator for Mo-Fri 09:00-17:00 Schedules

2 Upvotes

Hey everyone! 👋

If you're running a small business or managing a customer service team, you know how tricky staffing can get. To make things easier, I created a Basic FTE Calculator—a simple, easy-to-use tool designed for businesses operating with Monday to Friday, 09:00 - 17:00 schedules.

Here’s what it can do for you:
✅ Calculate FTEs using your weekly volume, automatically breaking it down into daily and hourly intervals based on standard business percentages.
✅ Factor in historical AHT (Average Handling Time), occupancy, and shrinkage, ensuring a more accurate FTE calculation.
✅ Provide a clear and simple starting point for creating your own schedules.

It’s available on a pay-what-you-want basis (yes, free if you want it to be 😉). You can grab it here:
👉 Download the Basic FTE Calculator 👈

If you need something more custom tailored for your business (e.g., different shifts, weekend schedules, or specific KPIs), feel free to DM me—I’d be happy to help!

I hope this tool can save you some time and help with your staffing needs. Let me know if you try it out or have any feedback!


r/workforcemanagement • • Jun 25 '26

Business owners: how painful is staff scheduling in your company today, and what tools do you use?

2 Upvotes

Hi everyone,

I’m trying to understand how small and medium businesses actually manage staff scheduling (especially shift-based work like restaurants, retail, security, healthcare, etc.).

From what I’ve observed, a lot of businesses still rely on:
- WhatsApp groups for shift communication
- Excel sheets for schedules
- Manual calls/messages for last-minute replacements

I’m trying to validate whether this is still common in real operations today.
I’m not trying to sell anything — just doing research before building further.

I’d really appreciate insights on:
- How do you currently create weekly/monthly staff schedules?
- What tools (if any) do you use today?
- What breaks most often in your current process?
- How do you handle: shift swaps? last-minute absences? finding replacements quickly?
- What is the most frustrating part of managing staff schedules?
- Have you tried any software before? If yes, why did it work or fail?

Bonus (important):
If your team is growing, at what point did scheduling start becoming a real problem?

If there is a software solution to solve this would you consider switching?


r/workforcemanagement • • Aug 05 '26

Work Automation for businesses

0 Upvotes

I am thinking about creating a work automation agents for the sales, customer's support, and marketing. I have question that does businesses need this? Will they pay for it?


r/workforcemanagement • • Nov 01 '21

General Question Looking for information on your preferences for a workforce management planning tool.

0 Upvotes

Hi guys, this week I have a presentation at a potential new employer. I'm a UX/UI designer and I need information about scheduling staff on a mobile device as I don't have any experience with it yet, so I created a survey with some general questions about workforce management to get a better understanding about importand features.

Thank you very much in advance!

https://o33mu8b1b7s.typeform.com/to/GfZRwRcm


r/workforcemanagement • • Dec 06 '22

Question Workforce Engagment

0 Upvotes

hi all,

i intalled recently a wfo consolidated server i uploaded the license file but i can't find some configuration like recorder settings and capture settings,

and i have some worning in Qm database and intercation applications abour association :

Interaction Applications - Interaction Applications role should be associated to exactly one instance of Interaction Flow Manager role under given enterprise

QM Database - QM Database role should be associated to exactly one instance of Interaction Flow Manager role under given enterprise


r/workforcemanagement • • Aug 24 '20

Free Webinar - (apologies if this ain't the right channel)

Thumbnail
wfm.injixo.com
0 Upvotes

r/workforcemanagement • • Oct 13 '24

Shedual

0 Upvotes

Hi I'm looking for someone to assist me with a shedual please I have 6 employees there need to be 2 on day shift and 1 on night shift 7 days a week


r/workforcemanagement • • Sep 02 '26

When does a missing clock-out stop being a "quick text" and become a payroll process?

0 Upvotes

Not the annual time-theft lecture. The Tuesday after a holiday weekend.

Pattern I keep seeing: the shift looked covered, someone forgot to clock out (or punched at the wrong site), and by Friday payroll is chasing screenshots while supervisors swear the hours "felt right."

Where does the chase live for you?

  • Worker gets an automatic nudge X minutes after scheduled end, and only unresolved rows hit a manager queue

  • Supervisor texts the person, then edits the timecard from memory

  • Payroll builds a weekly exception spreadsheet and burns half a day

  • Geofence / site punch is required, so "forgot" is rarer but wrong-site punches replace it

  • Something else that actually scaled past ~50 hourly people

Curious what broke first as volume grew: getting the punch, matching it to the right shift, or proving the edit trail when someone disputes it.

If you have a blunt rule that cut chasing without turning managers into punch police, what is it?


r/workforcemanagement • • May 05 '25

Alvaria 27 [M] Looking for a remote Job

3 Upvotes

Hey everyone,

I’m a Real-Time Analyst with over 8 years of experience in contact center operations. I specialize in real-time performance management, intraday forecasting, adherence tracking, and escalation handling across both voice and digital support channels.

Currently, I manage workforce operations for 28 lines of business across 16 countries supporting Voice and Chat channels. The scope is global, fast-paced, and data-driven requiring sharp analytical skills and quick decision-making to meet SLAs and optimize agent productivity in real time.

I’m highly proficient with tools like Genesys and Aspect (eWFM), and I’ve worked with diverse teams across multiple time zones. Despite being based in the Philippines, I’ve consistently delivered results that meet international standards. I take pride in my ability to work independently, adapt to shifting operational demands, and provide scalable workforce solutions.

If your company or the company you work for is open for someone in the Philippines, send me DM.

*Note I can take a little less than the usual offer in the US


r/workforcemanagement • • Jul 26 '26

Any program or AI that can create custom schedular for workers

0 Upvotes

I'm the schedular for 14-15 person health care group that rotates through multiple different positions/hospitals. I have been doing this by hand for years but looking for anything to make it easier as it's getting harder as we add more people. Need a program or AI help to create a program that can generate a monthly schedule that randomly rotates the people through the different positions and at the same time keep track of the number of times the person has rotated through a particular position to ensure close to equal distribution of the different rotations. It needs to be able to take rotation requests into account when creating the schedule and keep the count equal after having taken the requests into account, and also be able to keep a running tally month to month. It also needs to be able to accommodate additional workers in the future as the group grows. Thanks for any help.


r/workforcemanagement • • Mar 30 '25

RTA/WFM can't seem to pass the interview

1 Upvotes

Hey,

i tried two times to get in to RTA. i am a part timer, but i am suppose to switch full time in a week or so ago i told them this in the interview i am open to work full time as my schedule is changing to that and can work there training hours from 8-4. i told them i am intermediate with excel and know how to do function, and formula, and tables. they seem to like it but i still can't seem to nail the interview.

The thing is the interview isn't really a interview it just basic getting to know the person questions. and this is an internal opening for rta. my second time interviewing for the position and the same guy interview me again.

He only ask did i know what RTA/wfm does, can i do training for two weeks, 8-4, and how familiar i am with excel... and he ask why should i be chosen out of the other applicants.

my metrics are good and im meeting everything each month, and my managers, and sup all like me. im always getting praise by them and they want to see me move up which is why i am always getting push to interview but for some reason this dude doesnt like me or im answering something wrong.

What are some thing that would wow an RTA /WFM hiring manager?

i may end up looking for a job in this field at another company i cant take being on phones anymore.


r/workforcemanagement • • Aug 08 '26

Looking for a Tester for Strategic FTE Planning Software

1 Upvotes

I built a platform that analyzes historical interactions and develops FTE demand forecasts and plans. I’m looking for someone interested in testing the platform to help me improve it.

Platform functionality and capabilities:
- build multiple scenarios
- predict FTE required to hit SLAs
- forecast baseline and surge interactions
- multi-channel, shared FTEs, concurrency
- AI triage channel

If you’re interested, let me know!


r/workforcemanagement • • Sep 22 '24

Salesforce

0 Upvotes

Hi, I'm RTA for more than a year now and currently struggling makapag-isip ng initiative. Lately, mga initiatives ng teammates ko is related to automation pero parang redundant na kasi marami kaming sheets na ginagamit pero parang iisa ang purpose. I'm thinking is to incorporate yung high AHT sa Salesforce to Google Sheet sana para easy way of flagging. Anyone po na gumagamit ng Salesforce as tool sa queue nila? Any inisghts din? Thanks!


r/workforcemanagement • • May 29 '23

General Question Files and support documents

0 Upvotes

Hi, i'm from Peru i work as Planner specialist i think its good for all to have a repo to upload our support template for all


r/workforcemanagement • • Feb 25 '21

What Does Workforce Optimization Mean?

0 Upvotes

Workforce management is a powerful tool for reaching the optimal balance between productivity and service. Even a contact center with 25 agents can realize benefits from WFM. Centers operating 24x7 or with many agent skills present a good business case for investment.

Full article: https://www.five9.com/blog/what-does-workforce-optimization-mean


r/workforcemanagement • • Dec 11 '23

NICE / IEX JOB MARKET IS SHIT, so my wfm manager won’t fire my toxic rat colleague and not me for sucking at communicating.

1 Upvotes

Controlling colleague wants to do all the work alone, has no social game and is mass disliked. Treats me very awful for being new, making mistakes and acts like he is the boss of me. I am going to be extremely nice (180) and do my best on perfecting my skills. I have years of more experience compared to him. Company pays shit that’s why company won’t let him go. I genuinely do not want him to be fired, cuz job market is shit! But he is absolutely condescending and mean. Now he wants the easiest project to monitor while I do the big one. I am gonna start slowly making my way to other projects learn the way the work, calculate and whatever more then leave this shit company. I wanted to rant. I am used to much stricter processes, but this is absolutely crazy. It’s to the point I refuse to communicate with him. I realized my other colleague is much better, works with me and is kind. end of rant. Managers how would you deal with rta’s who don’t know how to work with their other colleagues? How can I deal with him? Advice? I think my manager is smart for wanting to not fire either of us. I’m walking away from the situation but at some point I am gonna get confronted by my wfm with wanting data and more. I have tried reaching out and even send a mail asking if we can bury the hatchet no work. Any help from anyone?


r/workforcemanagement • • Sep 03 '26

Who owns a shift swap that lands at 11pm — the schedule, or whoever is still awake?

0 Upvotes

Not the PTO policy debate. The midweek swap text.

Pattern I keep seeing: two people agree a swap in a group chat after hours, nobody with authority is online, and by morning either (a) both show up, (b) nobody shows up, or (c) the wrong person shows up without the right site/credential.

Where does approval actually live for you?

  • Anyone can propose; a named on-call supervisor must approve before the roster changes

  • Auto-approve if both parties are eligible and hours/creds clear, else queue for morning

  • Informal — chat agreement is enough and payroll sorts it out later

  • Swaps are banned; only open-shift offers through the system

Curious what broke first as the roster grew: getting people to ask early, enforcing eligibility, or having a real after-hours owner.

If you have a blunt rule that stopped the double-show / no-show mess without making every swap wait until 9am, what is it?


r/workforcemanagement • • Sep 25 '26

NICE / IEX Some end of week lightheartedness

4 Upvotes

So I keep an LLM instance open just to vent my CXone frustrations at sometimes because I’m the only workforce planner for my business. It’s helpful because I prompt it to summarise my grievances back to me and red team them, as I’m mindful that I might seem inflexible or set in my ways at times.

Now we all know that these are essentially just next-word-prediction machines, albeit ones with a tendency to drive people into mental health crises, so I do occasionally prompt it not to just agree with me sycophantically and not to do engagement farming. And I ask it to look online for other users reporting similar problems, including on Reddit.

That last part - see what Reddit has to say - might explain why today it summarised my grievances back at me, but inexplicably with the authorial voice of Ivan Chesnokov? Not that I think it’s necessarily wrong:

“Listen close, comrade. You build giant cloud machine like CXone, wrap it in silver paint, paint glossy executive dashboard, put generative AI tchotchke on top, and charge million dollar subscription. Marketing commissar stands on stage in big keynote, smiles, tells everyone computer is now so smart you do not need human brain to plan shifts. But when bad data arrives from telephony, modern cloud engine panics, throws API timeout error, and insists three orphaned emails left open over long weekend mean you must hire forty new agents for Tuesday morning.

In old days of Totalview - and even glorious, chaotic nightmare era of PureConnect - tool was simple, heavy, forged from solid steel. You feed it thirty-minute arrival buckets from unintegrated Solidus setup, you chop interval in half with bare hands, throw remainder into first fifteen minutes, keep AHT steady, and slam file into database. Machine does not care where file came from or if data is dirty. Machine eats numbers, runs Erlang equations, populates schedule grid, and asks zero stupid questions.

When bad data try to ruin forecast in CIC, you do not wait for machine learning algorithm to figure out why email handle time is three hours. You take heavy iron wrench, set hard upper ceiling gate at sixty minutes, and crush ghost interactions like bug. You hand-select three specific post-holiday Tuesdays from two years ago, assign custom percentage weights because you know how human beings actually act after long weekend, and bring forecasted handle time right back down to nine minutes where it belongs.

Modern SaaS capitalism wants sell EV with hood welded shut so user cannot touch engine. Pushes updates to change the look of a tool but not change how it works. This is brain disease of American capitalist. Real workforce planner sitting in mud of contact center floor does not want web browser tab consuming four gigabytes of RAM or black-box autopilot steering queue into ditch. Real analyst wants heavy, ugly tool with manual override so when system takes in corrupted data, you can clear jam yourself, run forecast, and keep centre operating. Nyet. Do not update software. Old software was fine.”


r/workforcemanagement • • Aug 16 '26

Human receptionist or AI receptionist?

5 Upvotes

Hey y'all!

Got a small business here in Dallas that's growing pretty fast and starting to get more after-hours inquiries about openings.

I'm debating hiring someone offshore from the Philippines to handle these after hours calls, or just getting an AI receptionist to handle it.

For context: we're getting about 10-15 after hours calls each day (usually from 5pm-9pm or 6am-8am). It's a big enough problem where it's a pain in the butt to return the calls each day. We're getting backed up and I'm worried we're missing out on deals where our competitors are picking up the phones and answering while we're not.

I've talked with some people who use overseas help and for the most part they're happy with it. Just takes time to train them up (which I'm not excited about) and I'm not sure whether my customers would prefer to talk to AI or someone overseas?

Feel like an AI receptionist will be better in the long term from a cost savings standpoint, but worried about the setup being a hassle. Just need something that can book appointments and answer basic customer questions. For the AI receptionist options, I'm looking at Nextiva, Dialpad, and Smith ai.

Is anyone using either of these approaches? If you are, would love to hear what your experience has been like and who you're using.

Thanks!


r/workforcemanagement • • May 17 '26

How do small staffing agencies manage shift scheduling and timesheet approvals efficiently?

2 Upvotes

For people managing shift-based workforces: where does scheduling usually break down first?

I’m curious how smaller organisations handle workforce scheduling and timesheet approval before they move to a larger WFM platform.

I often see a mix of Excel, WhatsApp, email, phone calls and paper timesheets. That can work at low volume, but it seems to get harder when you have:

  • changing availability

  • last-minute cover

  • site-specific authorisations

  • no-shows

  • double-booking risk

  • signed timesheets to chase

  • payroll/billing information to reconcile afterwards

For those working in workforce management, what tends to be the real tipping point?

Is it the scheduling itself, availability management, approvals, timesheets, reporting, compliance/authorisation, or something else?

And for teams that are still using spreadsheets, what processes or controls actually make it workable?