BPOs run on schedule, shrinkage, and AHT. Attrition at 90 days is 40-50% industry-average · adherence below 92% costs queue SLAs · buddy-punching steals 2-3% of payroll. hrPLANR makes the operational signals visible — so you act on them before they show up in next month's report.
BPO HR uses the whole platform, but these are the daily-driver modules:
Shift adherence tracked at the half-hour. Buddy-punching detection via biometric or AI face-match (Premium AI Pack — Q4 2026). Process-specific shift patterns (graveyard, 24×7 split, weekly rotational). The numbers go straight to the WFM dashboard.
BPO attrition has patterns. Late check-ins for 3 weeks · adherence dropping below 88% · last QA score below 6 · missed last 1-on-1. AI cross-references these and flags the agents most likely to leave next quarter — with manager-action recommendations.
Hire 40 agents on Monday, ready to sit on Tuesday. Bulk-import, single-batch BGV, parallel statutory enrollment, ESS app downloaded before Day 1. The Day-1 readiness rate (typically 70% in BPO) hits 95% with this workflow.
This is what predictive attrition does on a Wednesday morning. Reads the past 8 weeks of adherence, attendance, QA scores, 1-on-1 attendance, and exit interview themes. Outputs: a watchlist of 17 agents most likely to leave by end of next month — and for each one, the manager-action that's most likely to change the outcome.
BPO has its own metric universe: AHT, FCR, AHT, shrinkage, adherence. We connect them to HR data.
45-minute demo · we'll model attrition risk against your data.