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We’ll help you unlock the full potential of your workforces' contracted hours by planning, scheduling & managing efficient shift patterns & rosters.

Over three decades we’ve developed a unique blend of expertise and software that allows you to: 

  • Reduce overtime & agency labour costs
  • Increase workforce flexibility & responsiveness
  • Tackle low morale & high absence rates
  • Support shift worker health, wellbeing & work-life balance
  • Monitor & maintain compliance with Working Time Regulations
  • Reduce the administrative burden of managing holidays & shift-swaps

Use this page to explore our Lean Employee Resourcing® (Lean-ER®) approach, which will help you fully optimise your workforce & control working time.

Working Time issues 

Many organisations operate legacy shift patterns & rosters that are not designed around the needs of the organisation or its employees. 

‘Traditional’ resourcing approaches often see employees work fixed eight-hour shifts regardless of how busy or quiet it is.

This imbalance in labour supply & demand typically causes a wide range of Working Time issues including:  

  • Low productivity & inefficiency
  • Spiralling temporary labour costs (overtime & agency)
  • Service & quality shortfalls
  • Fatigue-related accidents
  • Health problems
  • Recruitment & retention challenges
  • Working Time Regulation breaches & fines
  • Massive administrative overhead & complex, disparate software systems

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Demand-Led Rostering & Annualised Hours  A demand-led approach to planning and management is central to workforce optimisation and addressing Working Time issues

A demand-led approach to planning & management is central to workforce optimisation & addressing working time issues. 

Our WORK Suite® technology & industrial insight allows us to conduct detailed analysis of demand data so you can accurately calculate resourcing needs over any given period. 

These forecasts are used within the software to design shift patterns & rosters which ensure the workforce is always aligned to the workload. 

This allows you to: 

  • Accurately cover any variability in demand (hour-by-hour, day-by-day, or seasonal)
  • Limit overworking, overtime & use of agency labour during times of high demand
  • Ensure employees are fully utilised when they are at work
  • Maximise utilisation of assets
  • Minimise wastage during periods of low demand

To release the full potential of employees’ contracted hours, we help organisations adopt an Annualised Hours approach to resourcing. 

Agreeing the hours an employee works over a year, rather than on a weekly basis, provides the opportunity to create truly responsive resourcing patterns & new ways of working. 

This unlocks a step-change in productivity & efficiency whilst increasing fairness & flexibility for the workforce.

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Employee engagement 

Key to the workforce optimisation process is engaging employees in the planning, scheduling & management of shift patterns & rosters.  

Changes to working time can be a sensitive area of employee relations, but it can also unlock new ways of working that deliver significant ongoing benefits for your organisation & its workforce.

Engaging & collaborating with employees in the shift pattern design process will help:

  • Communicate the strategic drivers & business case for optimisation
  • Generate additional insight & creativity that enhances project outcomes
  • Create shift patterns & rosters that suit different life-stages & lifestyles
  • Demonstrate transparency & commitment to collaboration
  • Ensure individuals understand the impact of change on their own personal circumstances

Our approach can create a broad range of shift pattern options, making your workforce planning and management more adaptable and responsive to employees’ needs. 

Embedding engagement within the optimisation process can also serve to improve employee relations and help create a workforce that embraces and contributes to change. 

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Effective management 

Maintaining a fully optimised workforce requires an approach to shift planning, scheduling & management that responds to change. 

Your working time requirements may be affected by a host of influences, from economic, social & demographic issues to pressures created by regulation, competition & new technology. 

How your shift patterns & rosters adapt to these factors is key to harnessing the full productivity & efficiency gains created by Demand-Led Rostering and Annualised Hours. 

To ensure your workforce remains agile & responsive to changing demand, we will help you embed a management approach that:

  • Minimises the administrative burden of managing holidays & shift-swaps
  • Helps anticipate & plan future workforce requirements
  • Supports day-to-day decision making & tactical changes
  • Continuously reviews demand forecasts & models the impact of workforce variables
  • Identifies working time risks & helps develop strategies to tackle potential liabilities
  • Supports the rapid creation of efficient & effective responses to emerging issues 

Many non-specialist workforce planning & management systems are overwrought, complex, inadequate or error-prone when it comes to managing working time. 

The level of shift planning, scheduling & management required to maintain an optimised workforce cannot be delivered by spreadsheet based systems or Time & Attendance software. 

By creating an effective, streamlined approach to workforce planning & management, we will help ensure your labour supply & demand remains aligned…no matter what changes your organisation faces.


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Benefits & ROI

Our proven approach to workforce planning & management is effective in a wide range of industries which employ shift workers. 

The impact on productivity & efficiency is immediate - delivering significant ROI on our WORK Suite® software & specialist services.

Maintaining an optimised workforce over the long-term delivers broad & substantial value across a number of areas.

  • Control labour costs & protect jobs:
    Flexible & efficient use of the core workforce allows you to permanently reduce labour costs. Savings can be delivered whilst protecting valued employees & their vital skills.
  • Eliminate temporary labour costs:
    Effective use of full-time employees’ contracted hours will dramatically improve productivity & remove reliance on expensive overtime or agency staff to meet demand.
  • Increase efficiency:
    Removing inefficiencies in the supply of labour minimises non-productive employee time & avoids duplication such as overlapping shifts. Ensuring the workforce is available to sweat assets intensively also helps to extract maximum value from capex investment.
  • Maintain compliance:
    Identifying & mitigating potential issues minimises operational & reputational risks related to Working Time. This includes Working Time Regulation breaches, fatigue-related incidents, health complaints, supplier audits & changes to legislation.
  • Support shift worker health:
    Effective shift planning, scheduling & management minimises overworking and limits the mental & physical impact of demanding roles. Maintaining adherence to best practice or sector guidelines helps to reduce absence rates & supports the health of employees who work shifts.
  • Improve employee relations:
    Removing an unnecessary systemic or cultural dependence on overtime eliminates 'bad habits' & can increase motivation through satisfaction with personal shift patterns. Removing the need for unplanned overtime reduces the negative impact this can have on work-life balance, goodwill, productivity & absence.
  • Improve work-life balance:
    Designing shift patterns with predictable working hours, more useable leisure time & the flexibility needed to adapt to individual personal circumstances enhances the work-life balance of shift workers.
  • Strengthen recruitment & retention:
    Creating differentiated working patterns that appeal to a wide range of employees & candidates help organisations adapt to changing workforce demographics & a competitive labour market. Shift patterns & rosters that create competitive annual salaries & introduce flexible options for different demographics are highly attractive.

The data-driven nature of our Lean-ER® approach to workforce optimisation enables us to demonstrate the quantitative & qualitative benefits of implementing workforce planning & management. 

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