How does automated planning work?

During a team creation in aTurnos, a question frequently made by supervisors and human resources directors is the number of employees they need to cover the service. It is a process that depends on many variables but it is summarized in the definition of service quality they want to offer regarding demand. Furthermore, the quality of service is a quantifiable variable that can be later analyzed to check the team’s behavior ratios and their results.

The quality of service of human resources of a team can measure the quantity of employees per shifts and the experience of the same with the existent demand in that moment or initially which is estimated in real time. For example, in nursery the demand can be analyzed attending to the medical admission, the number of beds, possible work peaks or complexity of treatments. For example, in an emergences service it can exist a service quality of 1 nurse , 3 beds or 2 new medical admissions.

The problem of identifying automatically is when the estimation of a service quality is not accomplished and employees must rotate during the same type of shift of a service to another or make new recruitment decisions. To analyze possible results we have developed a demand feature inside aTurnos which contains two main functions. Moreover, aptitudes or staff’s knowledge can be identified to make the best reallocations/options to configure teams to real necessities. Functions are:

• Current Status Shows current coverage per hours and number of employees inside the selected dates. The graphic shows the number of employees per hours, which can be filtered attending to locations, experiences, roles, etc. For example, it can be identified the number of employees that are available on a specific day per hours with a minimum level of experience or capacity of an specific area. Also, it allows advance in time and validate the number of employees of a specific moment. Hours include: schedule hours + overtime hours - absence hours. It is the real calculation of the team’s coverage in every moment. It allows a quick visualization of the team’s status in every moment.
• Demand. Compares the current status of the employee’s number with the demand defined through other management system inside the hospital. This system can be the assistant that measures values such as the admissions or the type/complexity of the work that implies each attention. With this system it is analyzed quickly the positioning of the demand regarding the employees and see each in hours if we can move employees from a team to the other and when they will return to the source service. Even you can analyze if that nurses have worked on that teams previously to reduce for the learning process in the target destiny.
• Demand adjustment. Fill the gaps with the available patterns that comply with criteria such as: being under contract hours, they have the experience demand or they are filtered by the same administrator. Allocate shifts in the moments you don’t cover the demand automatically according to your criteria. Validate this allocation and insert it in the schedule.