¿Cómo funciona el asistente de operaciones?

In the initial process or creating a service process, one question that supervisors and directors of human resources ask is the number of workers that we need to cover a service. It is a process that depends on many variables but it can be summed up in the definition of the quality of the service that we want to offer according to the demand. Besides, the quality of this service is a quantifiable variable that can be analysed after we check behaviour ratios on the team, therefore, on their results.

The quality of the service coming from the human resources of a team of workers can measure the quantity of workers per shift and the experience of them with the existing demand in that moment or initially with the esteemed demand if there are not real time data. For example, in the infirmary the demand can be analysed paying attention to the number of entries, the number of beds, possible work peaks that can appear or the complexity of the treatments. For instance, in an emergency service it can exist a quality service of one nurse every three beds or two new entries.

The problem is to identify automatically when the estimation in the quality of the service is not achieved and therefore rotation of workers during the same shift to another or taking the decision of new hirings is required. To analyse possible results it has been developed a demand module inside of aTurnos that contains two main functions. Besides, workers aptitude or knowledge can be identified in order to make the best options to configure the teams according to the real necessities. The functions are:

• Current state. It shows the current coverage per hour according to the number of workers inside the selected days. The chart shows the number of workers by hours, they can be filtered according to their location, experiences, roles, etc. For instance, the number of workers that have been available a specific day by hours with a minimum level of experience or certain capacity in a specific area can be filtered. It can also permit progress in time and validate in future the number of workers in a specific moment. The hours include the hours in the work schedule plus the extra hours minus absenteeism. This is the real count of the coverage of the team that we have in every moment. It permits a fast view in the state of the team in every moment.
• Demand. It compares the current state of the number of the workers with the demand that is defined by means of another management system inside the hospital. This management system can be the assistance that measures values as the number of entries or the complexity of the work that implies every service/assistance. With this system the positioning of the demand regarding the workers is quickly analysed and observed every hour in order to know if we can move workers from one team to other and when these workers can return to their original service. We could also analyse if these nurses have worked in those teams to obtain a minimum process of learning in the destiny service.
• Demand adjustment. It fills in the gaps with the available patterns of the workers that meet the criteria like: be under hours by contract, having the demanded experience or they are filtered by the administrator. It assigns shifts to workers in the moments that we are not covering the demand, automatically following your criteria. It validates the assignation and moves on to the work schedule.