Automated Resource Management System for Dynamic Shift Assignment
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Solution Overview
Problem
Current automated resource management systems are inefficient in reassigning vacancies to employees with higher priority levels, leading to administrative challenges and potential errors in scheduling, especially in industries with complex union regulations and dynamic workforce demands.
Innovation Solution
A method and system for automated resource management that determines a sorted list of eligible employees based on eligibility criteria, contacts them according to their preferences, and reassigns vacancies in real-time to employees with higher priority levels, ensuring efficient and fair scheduling without human intervention.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Productivity
If manual work shift assignment is used, then flexibility in handling last minute changes is maintained, but the process becomes arduous, time-consuming, and error-prone
Solution Approach 1:
The system enables self-service through automated shift assignment where the system independently evaluates employee eligibility, checks availability, applies priority rules, and assigns shifts without requiring manual intervention from scheduling managers, thereby eliminating the arduous manual process while maintaining flexibility
Solution Approach 2:
The patent replaces the mechanical manual scheduling process with an automated computer-based system that uses algorithms to evaluate eligibility criteria, check availability, apply priority rules, and assign shifts automatically, substituting human manual operations with automated mechanical/electronic systems
2Productivity
If automated shift assignment systems are implemented, then productivity improves, but complexity in managing workforce and union regulations increases
Solution Approach 1:
The system segments the complex scheduling problem into distinct modular components: eligibility evaluation module, availability checking module, priority rule application module, and assignment module. Each component handles specific aspects of the scheduling process independently, making the overall system more manageable despite the complexity of union regulations
Solution Approach 2:
The system manages regulatory complexity by dynamically adjusting parameter settings such as priority levels, eligibility criteria, and assignment rules based on specific union contracts and workforce conditions. The system can modify these parameters without changing the core automated structure, allowing adaptation to different regulatory environments
3Adaptability or versatility
If last minute change requests are accommodated manually, then employee needs can be met, but frustration increases among employees, management, and scheduling managers
Solution Approach 1:
The system introduces dynamics by enabling real-time adjustments to shift assignments. When last-minute changes are requested, the system dynamically re-evaluates eligibility, checks current availability, applies updated priority rules, and reassigns shifts automatically, providing flexibility while maintaining ease of operation through automated response
4Reliability
If multiple scheduling managers are employed to handle complex regulations, then compliance with union rules improves, but costs increase due to overstaffing
Solution Approach 1:
The system performs self-service by automatically evaluating compliance with union regulations through programmed rules and algorithms. The system independently ensures compliance by checking priority levels, seniority rules, and other regulatory requirements without needing multiple human managers, thereby maintaining reliability while reducing the quantity of personnel needed
Data Source
AI summary
The present technology generally relates to a system and to a method automated resource management. The method comprises obtaining a sorted list of employees based on vacancies to be filled; wherein each vacancy of the vacancies to be filled comprises a timeslot and a responsibility. The method comprises contacting employees in the sorted list and proposing available timeslots and responsibilities; receiving timeslot and responsibility preferences of the contacted employees; and resorting list of employees based on received timeslots and responsibilities preferences.