Software that tracks customer patterns has made cost-effective scheduling of employees easier for retailers. It has taken much of the guesswork out of when workers are needed and helps stores to cut costs as a result.
Reliance on software also has left many hourly employees with little control over when or how often they work, making life and scheduling outside of the job problematic.
In an effort to combat some of the scheduling challenges faced by employees, Wal-Mart is testing systems that it believes will offer more "control, predictability and flexibility" to workers. With 1.3 million employees, the retailer is the largest private employer in the United States.
Stores in the Wichita, Kan., market have been running the pilot since September. Van Buren has been on the program for about 15 months.
Finding a way to satisfy the bottom line and employees is the aim, said Kristin Oliver, executive vice president of human resources for Wal-Mart U.S.
"What can we do to marry business needs with associate needs?" Oliver said. "We do the best we can, and we've done a pretty good job in these pilots of matching those things together in a way that's mutually beneficial."
Scheduling was among the employee initiatives unveiled by the company during its Feb. 19 fourth-quarter earnings call. Wal-Mart said then that "some" of its hourly workers would be eligible for fixed schedules. Hours will be known at least 2.5 weeks in advance, and Oliver said in some cases schedules could be fixed for up to a year.
Wal-Mart is working to have its new scheduling system fully implemented in early 2016.
Oliver said the biggest hurdle to implementing the new scheduling program relates to "system issues." While most of the $1 billion included in the recently announced employee initiatives is earmarked for wages, the total also includes some software and technology upgrades.
Among the Wal-Mart employees currently taking part in the scheduling pilot is Bill Ward, meat department manager at a supercenter in Van Buren. Ward began working at the store part time while attending school and said even then he was able to take more of an active role in developing his schedule.
Wal-Mart has said workers with seniority get priority when it comes to scheduling, but the program is not limited only to long-tenured employees.
"It's more convenient," said Ward, who noted the flexibility of knowing hours in advance allowed him to finish school. Critics of the way many retailers currently schedule say it can limit education opportunities.
Unpredictable work schedules also can have an impact on an employee's ability to find child care or hold a second job, according to a 2014 study from the University of Chicago. Workers were polled on advance notice, work-hour fluctuations and schedule control for the study, which said 50 percent of retail workers know their hours one week or less in advance.
"When workers control the timing of their work, fluctuating hours may reflect desired flexibility, but when employers decide schedules, such variations in work hours may introduce unwanted instability into the lives of workers and their families," the study read. "Similarly, limited advance notice of one's work schedule is likely to be more problematic when work hours fluctuate widely and workers have little say in the timing of their work."
Oliver began her current role with Wal-Mart two years ago and said adjustments to scheduling has been a priority since. Wages and training opportunities also have been under evaluation, and the company is taking steps there as well.
President and CEO Doug McMillon said he thinks employees are "encouraged" by the changes Wal-Mart is making. McMillon announced the changes to training, wages and scheduling on Feb. 19.
"We've got a lot of associates with a lot of experience and pride in the business," McMillon told The Associated Press. "We're listening and responding to them and making changes. And I think they're encouraged that we are on the right track."
Business on 02/28/2015