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May 7, 2021 | 3 Mins Read

What Criteria Do You Use to Power Planning and Scheduling Optimization?

May 7, 2021 | 3 Mins Read

What Criteria Do You Use to Power Planning and Scheduling Optimization?

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By Tom Paquin

We talk quite a bit about the importance of planning and scheduling optimization. We know the business value, we know what constitutes best-in-class optimization, and we know that optimization is a lot more that auto-scheduling and recommending a couple parts.

True best-in-class optimization automates repeatable tasks, provide real-time resource adjustments that are scalable to meet the number of technicians in a firm (whatever that number might be), and can provide planning insights for a day, a season, a year, or whatever unit of measurement that your business is in need of.

An automation system, at its best, actually automates activities. And like any AI-powered system, you can’t just provide inputs without matching criteria for how to catalog, rank, and execute those inputs into practical outputs.

So it’s necessary, then, to build a set of criteria that moderates your service system to prioritize outcomes, which will ultimately be passed on to your customers. I’ve written about this previously as a function of AI-based learning. Let’s outline some criteria areas that best-in-class systems can employ in this capacity:

Customer-Oriented Criteria

As we frequently discuss, building outcomes-based service scenarios has become an imperative for many service providers. Planning and Scheduling systems are an important (and often overlooked) piece of the outcomes-based service mix. So for that reason, you can build outcomes into the systems to help prioritize jobs to meet SLA expectations. Here are a few examples of criteria:

  • Time from ticket-to-invoice
  • Downtime expectations
  • Dispatch expectations
  • Asset value expectations

The list goes on and on, but, as an example, if you promise 2-hour resolution time for a specific asset for a customer (like our friends at Scientific Games), when a ticket is raised, it needs to be appropriately scheduled and prioritized to meet those SLA expectations.

Operationally-Oriented Criteria

These tend to be what people think about when considering planning and scheduling tools, but as you can see, they’re only one piece of the puzzle. Here are some considerations:

  • Cost per truck roll
  • Location
  • Technician schedules
  • Time per job based on criteria

And so on. The name of the game here is to build a list that offers businesses the ability to derive the most value out of a day’s worth of technicians. And something to note is that might not be the highest quantity of completed jobs in a day, and, when the criteria is established, you might end up being surprised by what the optimization tells you is the right thing to do.

Sustainability-Oriented Criteria

Finally, and most compellingly, is the ides of using optimization as a launchpad for sustainability. Yes, I wrote about this not long ago, but let’s outline some of the criteria that best-in-class optimization systems can work off of when building and stress-testing schedules:

  • Drive time
  • Fuel consumption
  • Trucks on the road

And so on. And yes, these naturally overlap with what’s going on in the world of operational criteria, but as I said in the article I linked to above, there’s an added value, and added imperative for businesses to focus on it. It might just be what drives a customer to choose you over the competition.

May 5, 2021 | 39 Mins Read

Is Your View of Outcomes-Based Service Limiting Your Success?

May 5, 2021 | 39 Mins Read

Is Your View of Outcomes-Based Service Limiting Your Success?

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May 3, 2021 | 4 Mins Read

Are Contingent Workers the Missing Piece in Your Advanced Services Puzzle?

May 3, 2021 | 4 Mins Read

Are Contingent Workers the Missing Piece in Your Advanced Services Puzzle?

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By Sarah Nicastro, Creator, Future of Field Service

Companies leading the charge in capitalizing on the strategic potential of service are all looking for ways to break away from break/fix and advance their service offerings, customer experiences, and revenue streams. Innovation abounds from industry to industry, with a common focus on bringing customers the utmost simplicity, peace of mind, and outcomes – whatever that looks like for each organization’s market. Companies are realizing the immense opportunity that exists in not only introducing more evolved iterations of its core service offerings, but advanced services that incorporate complimentary areas, sharing of expertise, and utilization of data.

As this focus on advanced services increases, the skillsets needed to execute on the outcomes customers desire change and grow. In a break/fix service environment, organizations have traditionally sought very mechanically inclined workers who were incentivized to fix fast and well but not really expected to think about or do much else. In this new world, a host of new skills are needed – the soft skills necessary to be seen by customers as a trusted advisor, skills outside of the historical competencies of the business as companies expand into adjacent areas, and skills that are well positioned to maximize the impact of data.

So how do contingent workers fit in where the necessary skills are becoming more – not less – sophisticated? Hear me out.

I talked recently with Chris La Fratta, Vice President & Head of Professional Services and Solutions Delivery at Philips, who is taking action to evolve and expand the customer outcomes that Philips enables. Chris and I talked at length about many factors related to the evolution to outcomes, and you can stay tuned for our full-length chat on this week’s podcast. That said, one of the points that stuck with me is how Chris is incorporating greater use of contingent workers to free up his W2 talent for the more sophisticated and value-add work that is fueling Philips’ service growth.

“At the end of the day, you can only focus on so much, and you must define what your core competencies are,” explains Chris. “And our core competencies have shifted from people who are really good mechanically and electrically to people more IT oriented, as I said, or people more consultative, which I think is even more kind of a unique skill.”

Being clear on what the focus is for skills allows Chris clarity on where to enlist help from contingent workers. “We've determined over time where we want to focus and develop folks. But guess what? At some point, when we ship product, there's a loading dock where there's tons of boxes of our stuff. We used to pay our staff whatever their hourly rates are to unbox things, and to stage things, and to prep them so that they can go into the hospital. That's a really easy example of where we've used third parties to supplement,” he explains. “It's not a skill that's highly specialized, it's not something that we want to develop a core competency in, and there's some variability around demand. So, if we have a really big fourth quarter, I don't want to hire 100 people and have them part of my fixed costs as we enter the next fiscal year, I want to be able to ramp them up and down as needed. It's really helped there.”

The examination of what’s value-added and what’s more basic can be applied throughout various service offerings and across the customer journey to determine where there are opportunities to free up your most valued resources to focus more on core competencies and development of their skills. “For instance, we do a lot of staging of servers and equipment that's pretty standard and can even be done remotely. So, there, even in the IT space, when it's something fairly basic like loading an image onto a server or doing some configuration, we work with third parties as well,” Chris says. “If I have a third party that shows up on site, they are part of the Philips team, they get treated as if they were a Philips employee, they get the same training, in many cases, that our employees would get. We really do a lot to ensure the quality is there. It's a little bit more difficult to control, if I'm honest with you, but we have a process to check in and make sure that the quality is there.”

While not without its challenges, the incorporation of contingent workers is a viable option to consider as you realize you can’t be a master of all and need to focus on developing skills around the core areas that will impact customers most. “The main benefit is being able to focus on what's core, and it offsets some costs and allows for a lot more flexibility,” says Chris. “It can be a tricky road to go down, but I think it's important. Like I said, the approach we've taken is we're allowing and promoting the development opportunities for our internal folks, so as we shift, they can grow. At the same time, it doesn't make sense for them to unbox equipment and to do basic configurations, so there we benefit from contingent help.”

I think we have to consider the fact that as service continues to advance and expand, we will have to make decisions around what skills are most important to invest more in than others. That will look different for each industry and each company, but how Chris is approaching this at Philips is great food for thought. Be sure to check out his podcast this week for far more insight into how Philips is evolving to deliver advanced services and impactful customer outcomes.