Temporary workforce and shift management system
The coordinator assigns the right staff to the customer's shifts. The approved working hours are transferred to the remuneration and billing according to the relevant contracts.
Customer needs, employee competencies, working time limits, location and actual presence are not combined in one place. Unfilled shifts, overtime, last-minute changes and customer dissatisfaction are on the rise.
How the solution works
- Get Real Customer Demand and Workplace Conditions
- Check employee readiness and possible timing
- Designate and transmit a specific shift
- To agree on the time, absence or change made
- Transfer the fact to separate remuneration and settlement rules
Key challenges
- Employee appointments, schedules and absences are managed separately
- The economics of temporary employment appointments are not linked to the fact
Solution capabilities
Eligibility of designation
The status of the document process is checked for a specific job, client and period; the general status of the employee does not prove eligibility for any location.
Running schedule
Working time and rest conditions, travel and other appointments are assessed together. A suitable replacement worker is not chosen by a free box alone.
Non-arrival decision
The employee's message reaches the planner and the client. The substitute confirms the agreed shift, and the unfilled working hours remain visible to the planner.
Work Fact Checking
The plan, the fact provided by the employee and the customer's note are kept separate. The dispute has an examination; the work done is not erased solely due to nonconformity.
The Economics of Appointment
remuneration terms and the rate charged to the customer are calculated separately to include the required allocation costs. The payment received is not the only measure of the service result.
Business context
- Employee appointments, schedules and absences are managed separately
- Customer needs, employee competencies, working time limits, location and actual presence are not combined in one place. Unfilled shifts, overtime, last-minute changes and customer dissatisfaction are on the rise.
- The economics of temporary employment appointments are not linked to the fact
- Customer contract rates, recorded work, employee pay terms and assignment costs are managed separately. Differences between assignment revenue and costs are unclear, and an invoice dispute may incorrectly affect payroll calculations.
- A suitable employee is assigned to the customer shift
- The customer evaluates the manpower service according to the shift actually executed. Verification of eligibility and schedule helps to balance the need, and the course of absence - to organize the change. Approved working time provides a common basis for settlement with the customer and employee.
Core features
- Eligibility of designation
- Running schedule
- Non-arrival decision
- Work Fact Checking
- The Economics of Appointment
Key integrations
- Recruitment and customer order progress
- Specific workplace, conditions and scope of worker eligibility.
- Payroll and Accounting Sources
- The fact of work, individual rules for remuneration and customer price and the answer to the calculation have been agreed upon.
Potential impact (%)
The ranges indicate an illustrative relative change in the metric under the stated assumptions. Results depend on the starting position and actual use of the solution. Percentages for different metrics must not be added together.
Planning error failed shift
5–25%Decreasing
This illustrative scenario assumes that 20-50% of missed actions can be identified through task and deadline tracking. That share is assumed to fall by 25-50%. Company data is needed to verify both the addressable share and the resulting change.
Counting shifts not occurring due to pre-known inadequacy or double assignment.
Assignment Settlement Correction Work
12–36%Decreasing
This illustrative scenario assumes that 30-60% of manual data entry and handover work can be addressed. That share is assumed to fall by 40-60%. Company data is needed to verify both the addressable workload and the resulting change.
Measure the working minutes due to incorrectly transferred time or tariff to correct the calculations of the chosen assignment.
Conditional calculation scenarios. The assumptions have not been validated against client measurements.
When this solution is relevant
- The agency assigns staff to customer shifts and administers their working hours.
- Appointments, absences and hours actually worked are adjusted separately, often after the shift.
Implementation requirements
For shift planning, customer needs, staff readiness and replacement rules are aligned. The approval of working time and disputed entries must separate the basis for calculating the remuneration and bill issued to the client.
Further development options
- Other customer objects after their work conditions, readiness and settlement rules check.