My name is Priya Monga, I am currently working as a Quality Advisor in a BPO name Concentrix in Gurgaon. I have been working in this industry since 2009 and have almost 11 years of experience. I started my career as an executive working in a call centre for the post of a voice program where I used to resolve customer's queries over the phone calls as a front-line resource of the Organization. I have had a great working experience of working in different processes for different Lines of Business. I am handling team from last 8 months as a lead.
Roles and Responsibilities:
We are living in unprecedented times and the situation is something which feels like the new normal. We don’t know when are we going to get out of this pandemic and how will we overcome this challenge. Anyway, everyone is doing all the best they can and so am I. Being a team lead is challenging, you are not your boss but instead, you need to take a bunch of people and handle them from their most basic needs to their slightest misconduct. Managing our self is comparatively easy but managing a set of people in the workplace can be a herculean because you now have to balance pace with everyone working in your team and also by making sure that they look up to you for their management.
Since I am now handling a team as well. The biggest challenge I face lies in achieving the accuracy and production targets given by the clients. Our main KRA as a team lies in providing exemplary work to the client despite all odds by improvising the right practice and compliance by taking bold decisions to maintain ourselves as one of the best team for the company and the business.
I am currently planning to go back to basic logic and get the numbers achieved for the Organization which includes a lot of coaching, monitoring, action planning and to educate them on how to avoid the behavioral issue that can jeopardize their jobs and restricting the team to meet the targets. I am currently working to plan something to improve Accuracy, numbers and CSAT for the Organization.
The workforce management and performance management are one of the two important aspects which is what I am targeting as a whole. Workforce management is a kind of art which comprises of resources that act at the right times for the process of contacting customers so that they can meet the goals and services which are being desired from the goals later by minimizing the costs. Hiring a training of the operators is one thing that I have in mind planned for the future cycle which projects up to approximately a year forward.
This issue will act to resolve the staffing problem that I have and it will also determine the agents which are required for the facilitation of the services towards the future. I am also planning to implement the force management system which will lead to a planning process for the call centre for the current practice on the workforce management. This model will help me in ensuring that the requirements based on the accounts along with each aspect in the workforce will be a part of the planning process. These actions and data which will be feeding back into the workforce management and its process will make sure that the adaptation of the forecasts and the schedules can be established to make sure that there is scope for better planning and executing. In addition to this, the contact centre model of Prosci will be used.
The service level and its goals that will be described under the centre and its aims will make sure that the demand for the customers and their forms are being taken care of and it takes an important part of the strategy and performance measurements for the centre as mentioned. According to Chishti (2019), the call centres go through a motion which requires effective analysis to implement the workforce management and their other processes. It should also be considered important that the performance of the measures and the reporting of the information must also be done to make sure that they are being enabled with the management and their capabilities for the call centres so that they can gain insight about various dynamics of the various systems and the model parameters. The implantation of the strategy and the performance management relationship must be there so that the businesses and their strategies drive the processes and other aspects of technology for the human resource-related practices.
(Arzbächer, Holtgrewe & Kerst (2017)
The workforce and their management processes need to have a levelled service definition which may also serve as inputs and the staffing problems for the determination of the number of agents which are required for curating the services and the demands.
The force management system will be illustrated with the implementation of the change which will act as the types of secondary sources. The daily forecasts will be the heart of the systems. The forecast that will be needed for the requirements of the staffing must be generated in such a way that it can schedule with even the long hours for the specific operations. In the above-mentioned diagram, it can be seen that this type of weekly cycles will be used in such a way that it must be operated along with the normal basis. This kind of daily schedules will make sure that there is an unintended event which exists such as the operator illness and the illness for the loads generated from calls.
The evidence will be collected and generated based on taking into consideration about the various leadership models and the other factors which will plan and help me in the workforce management and the force management systems which is suitable especially for the call centres or the BPO.
Below mentioned are some of the responsibilities which need to be fulfilled and will be fulfilled with the help of workforce management and the generation of the service objectives for their other staffing needs.
There are several different ethical concerns and issues which must be identified to make sure that there is nothing which violates the discrepancy and the methods for the study of workforce management. In addition to this, there must be no callous and discrimination while doing this research study and all of the possible interventions must be done which makes sure that the employees and their privacy are safe. No leadership model will be copied directly for this particular research and no other study will be taken to violate and hamper the rights of the employees working under me.
Arzbächer, S., Holtgrewe, U., & Kerst, C. (2017). Call centres: Constructing flexibility. Re-Organizing Service Work. Call Centres in Germany and Britain (Aldershot ua 2002), 19-41.
Chishti, Z. (2019). U.S. Patent No. 10,326,882. Washington, DC: U.S. Patent and Trademark Office.
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