Eliminate feelings of unfairness and resolve labor shortages through highly accurate shift management.
"The Executive's Right Hand: Integrated Time Management Series" is a shift management system designed to support diverse working styles and address labor shortages. This system enables multitasking, inter-store and inter-department support to maintain quality and address staffing shortages, and it also allows for the implementation of contribution and ability evaluation systems. By facilitating complex shift arrangements, it enables the adoption of new working styles that were difficult to manage manually, thereby building a system that increases the workforce. Additionally, by correcting biased work assignments and unfair task distributions, it contributes to measures for preventing employee turnover. 【Features】 - Automatic appropriate allocation corresponding to the required man-hours for workload - Relative rationalization of workload and attendance discrepancies - Optimization allocation in response to overall required personnel and supply-demand - Functionality for labor hour limits and absolute conditions for days off - Equalization of the number of days off taken by day of the week, etc. *For more details, please refer to the PDF document or feel free to contact us.
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【Other Functions】 ■ Automatically generate workers for absent days ■ Automatically generate workers for absent tasks with skill priority ■ Ensure a balanced distribution of positions such as skill levels and supervisors to avoid bias ■ Standardize work patterns, such as night shifts, to prevent bias in frequency ■ Standardize tasks with high workloads to avoid bias *For more details, please refer to the PDF document or feel free to contact us.
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For more details, please refer to the PDF document or feel free to contact us.
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Our group company has been publishing a job recruitment specialized newspaper since 1980, proposing strategies for human resources. From the accumulated know-how gained through issuing job information, we have pursued the question of "how people can be filled with joy and discover their potential through work," leading us to where we are today. We have painfully realized that when we demand work from people based on our feelings, the results often react in the opposite way. Instead of trying to change people, companies must create environments, systems, habits, and operations that make people want to change; otherwise, the theme of the above title will not be resolved. This means that if a company builds a framework, people suitable for that framework will grow. Our company proposes a new business model that serves as this framework and is committed to realizing new designs that contribute to the success of our clients.
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