Workforce and worktime systems
Qualification tracking, shift management and time capture where the work happens — because who is qualified for what tends to live in a supervisor's head until they are on holiday.
What workforce management has to track
Skills and qualification tracking
Who is certified for which task, machine or process, held as data rather than as institutional memory — including the certifications that lapse.
Training records and expiry
Expiry dates monitored with enough notice to renew, so a qualification does not lapse the week it is needed for a shift.
Shift and rota management
Rotas built against real qualification requirements and working time rules, not only against headcount.
Time and attendance capture
Capture at the point of work — terminal, badge or mobile — rather than reconstructed from memory at the end of the week.
Absence and cover planning
Finding qualified cover quickly, which is precisely the moment the supervisor's mental model is unavailable.
Compliance reporting
Working time, rest periods and certification coverage reported for regulators and for internal audit without a manual compilation.
Don’t see your challenge here? Talk to us about your project
Qualification data is fine until the person holding it is away
In most operations, who can safely do what is known informally and accurately by a small number of supervisors. It works well day to day and fails exactly when it matters — during absence, at short notice, or when an auditor asks for evidence.
Making it data does not replace the supervisor's judgement; it makes the routine part shareable and the compliance part provable, and it removes the single point of failure.
- Qualifications as data
- Not held in one supervisor's memory.
- Expiry monitored
- Renewal prompted with useful notice.
- Rota-aware
- Shifts built against real requirements.
- Capture at source
- Time recorded where the work happens.
- Cover findable
- Qualified replacements identified quickly.
- Provable
- Compliance evidence produced, not compiled.
A unified system covering planning, qualifications and worktime
The manufacturing planning platform we built brought qualification tracking and worktime into the same system as production planning — which is the only way a plan can be checked against who is actually able to carry it out. Separating them is what produces schedules that look feasible and are not.
Common questions
Does this replace our payroll system?
No. Time capture feeds payroll; payroll stays where it is. We handle the operational side — qualifications, rotas, attendance — and hand over clean data rather than duplicating the payroll function.
How do people record time on the shop floor?
Through whatever suits the environment: fixed terminals, badge readers or mobile devices. The constraint is usually gloves, noise and dirt rather than software, and it shapes the interface more than any preference does.
Can it handle union agreements and working time rules?
Yes, but these are modelled explicitly and confirmed with you rather than assumed. Working time rules vary by country, sector and agreement, and getting them wrong is a compliance problem rather than an inconvenience.
Let's talk about your operations
Tell us which spreadsheet is currently holding the plan together and where delivery dates come from today. We will come back with an honest read on the capacity model, the ERP integration involved, and what a realistic first phase looks like.
