Scheduling with RoStar
Let’s focus on the rostering process!
– First we make the shift-plan that fits best the predicted HR need (by Forecast) (parquet algorithm). If the sum of employees working-time frame (sum of parquets) is less than the calculated HR curve (most of the cases it happens) the parquet algorithm follows the shape of the curve even if the shift-plan stays below the curve.
– Then we let the employees bid with their scores (for about 10 days). It can be done from home, too.
– Then comes the roster algorithm that assigns the appropriate employee to the appropriate shifts.
– The result can be analysed: Is there any labour regulation violation? What is the satisfactory rate of preference bidding? (What percentage of wishes were fulfilled?)
– After changing the input parameters the roster algorithm can be run again. It is a kind of “what if” experiment.
Preference is not a must
Look at the green & red vertical lines with the scores next to them. They are positive and negative bids and show if the agent wishes to work in that shift or not.
Some wishes are fulfilled some are not. The more scores the agent puts on a shift the more chance there is that the preference will be accepted.
‘SZ’ means annual leave.
Compliance to labour regulations is checked by the Roster application
– The rest time after the shift (x hours) is less than obligatory.
– The number of consecutive working days (x days) is greater than allowed.
– There is no 1 free Sunday a month.
– The longest consecutive weekly rest (x hours) should contain a whole calendar day.
– The longest consecutive weekly rest is less than x hours.
– Average of longest consecutive weekly rest is less than x hours, etc.
Labour regulation is a must for the Algorithm
Examples for labour regulations that may differ from country to country.
These can be parametrized e.g. the number of consecutive working days allowed is 6 in Hungary and 5 in Austria and Romania.
