An HR system for staff records, availability, leave and permissions, with roster configuration and automatic allocation. Give employees a clear request route and managers control over approvals, staffing gaps and the published schedule.
Compare required staffing with available people and their approved skills. Make unfilled shifts and the reasons behind them visible before the roster is published, rather than presenting an infeasible plan as complete.
Generate a candidate allocation from current availability, leave and approved scheduling rules. When an input changes, review the affected assignments instead of rebuilding the plan without a clear starting point.
Give employees access to their own agreed profile details, availability and request status, and managers a clear route to review changes. Keep access permissions explicit and approved information available to roster planning.
The pilot would compare planning effort, coverage and manager corrections with the current process. These are intended benefits to test, not measured results.
Start with authorised staff profiles, roles and self-service permissions. Employees submit requests and managers approve the changes that affect planning. Automatic allocation proposes assignments for human approval.
Maintain authorised staff profiles, operational roles, skills and access permissions. Agree which details employees can view or request to correct. Set the period's staffing needs and use confirmed availability, working patterns and approved leave; flag missing or stale information.
Configure the mandatory availability, skill, rest and coverage rules supplied by the responsible people. Record preferences separately so they can guide a proposal without silently weakening a hard constraint.
Propose assignments within the approved constraints and show unresolved gaps. Explain which requirements prevent an assignment and where preferences could not be met; do not invent staff availability to fill an empty shift.
An authorised manager checks the plan, adjusts assignments and approves it for sharing. Revalidate changes against the rules and retain the approver and reasons for permitted overrides.
Employees use self-service to submit availability updates, leave requests or corrections to agreed profile details. A manager reviews the request under the defined permissions. Pending requests remain distinct from approved leave or confirmed availability.
Bring approved updates into the staffing inputs, show conflicts and propose eligible alternatives within the rules. Respect agreed locked assignments and make remaining unfilled work explicit instead of quietly assigning an unsuitable person.
The manager reviews and publishes the approved changes through the chosen route. Staff can see their request status and the roster view their permissions allow. Keep a revision history so the current schedule is clear.
Start with a manageable input and publication route. Existing HR, payroll and communication systems need an actual compatibility and permissions review.
Maintain the pilot's authorised staff profiles, roles, availability and leave in a workspace with defined access. Employees view their permitted details, submit requests and track status. Managers approve changes, configure the roster and review assignments before publication.
Read approved staff, role and leave records through a supported interface where available, keeping ownership of each source explicit. Check refresh timing, identifiers, request status and access rights. A connection to a particular system is not assumed or promised.
Use agreed files for inputs and export the approved roster into the existing process when direct integration is unavailable. Count manual preparation and handoff work in the pilot; payroll changes need a separately agreed scope.
Limit the HR workspace to agreed profile fields, one request-and-approval flow and a roster period. Keep manager approval in place and agree success measures before relying on the proposals.
Select a limited team and planning period. Confirm profile fields, employee self-service access, request approvers and source owners, alongside coverage, skills, availability, leave, rest rules and roster approval permissions.
Generate a candidate without automatically publishing it. Review assignments, blocked conflicts and unfilled shifts with the manager. Correct inputs or rule definitions through an authorised review.
Approve a limited trial and follow an employee request from submission to manager decision and any roster revision. Compare request handling, planning effort, coverage and corrections before deciding whether to expand the scope.
The business's responsible HR and scheduling people provide and approve the team's rules. Mandatory constraints and preferences are separate; unmet preferences and coverage trade-offs stay visible for review. The pilot does not invent legal limits or promise that every preference can be met. Rule changes need an authorised review.
Leave the shift visibly unfilled and explain the blocking requirements. A manager can review staffing needs, correct source records or consider eligible alternatives. The system must not conceal a gap by violating a mandatory rule or assuming someone is available.
Employees can view the profile fields and roster information their role permits, submit availability or leave requests and see the decision status. A submitted request is not approved leave. Managers review requests under the agreed process before approved changes affect staffing inputs.
Yes. Authorised managers review and adjust the plan before publishing it. Changes are checked against the rules and permitted overrides retain a reason. A mandatory rule cannot be bypassed silently; any change to the rule itself requires the agreed approval process.
The systems, interfaces and permissions need checking. Agreed imports and reviewed exports are an alternative where a connection is unavailable. Payroll calculation or changes are outside the initial roster pilot unless separately scoped.
Limit access to the staff profile, availability, skills and leave information needed by each role, and agree retention and correction responsibilities. The tool proposes rosters for human approval. It does not autonomously make hiring, dismissal, disciplinary or other adverse employment decisions.
A proposed basic HR workspace with roster configuration and automatic allocation for a defined team and planning period. The initial scope covers authorised staff profiles and roles, permitted employee self-service, availability and leave requests, manager review and approval, and the approved inputs used for scheduling. Roster planning adds required coverage, configurable constraints and preferences, explained gaps and human approval before publication. Access, source ownership, retention, permitted overrides and supported connections would be agreed before a pilot. Payroll calculation and broader employment-process automation are outside the initial scope; the system does not invent legal limits or autonomously make adverse employment decisions.
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