- Issue: In shift sets, not knowing the members, roles and accesses causes errors in planning and information leakage.
- Solution: The list of members is managed with the role of user, manager and admin, the workplace with the invitation code and the department with a specific shift in a system.
- control: The request for membership and promotion of the role is checked and approved by the administrator, and each person has access to his own section only.
- Reminder: The personnel performance evaluation section is currently not active and will be added soon.
Why does the shift group need integrated member management?
When the number of forces increases and different departments and shifts are put together, HR management with scattered lists and verbal messages does not work. Not being clear about who is a member of which department, what role they have, and what information they have access to, both makes the shift program prone to errors and lowers information security. Human resource capability Axis Puls was built for this need: a clear picture of all members, roles, workplaces and departments directly connected to the shift process.
This capability is especially important for hospitals and medical centers that have several departments with different rules. The manager sees what members each department has, what role each person is logged in, and whether their activity status is active or inactive. It is from this structure that shift proposals, shift reviews and reports make sense; Because every action is tied to a specific person with a specific role. The result is organizational discipline that makes the shift schedule reliable.
List of members, roles and activity status
The heart of this feature is the member list: the administrator can see members, add a new member, remove members and manage each person's active and inactive status. A force that has been transferred or is not in the set for a while is deactivated so that it is not included in the layout and reports; Without losing its records. This simple separation avoids many programming errors.
🙋 User role
Access to its own department and tasks; register shift offers and view the schedule and personal reports.
🧑💼 Manager role
Department management; reviewing memberships and proposals, assigning shifts and overseeing the department's schedule.
🛡️ Admin role
General workplace settings, member management and set access levels at the collection level.
💡 Enabled/Disabled
Controlling the status of each member so that only active forces are included in the layout and calculations.
Each role has its own corresponding access level, and this ensures the security of information: the employee sees only his department, the manager has access to the management tools of the department, and the admin has the overall picture of the collection. You can read about this access structure in the Justice, Access and Reporting article and its reports.
Workplace, invitation code and membership in the department
Workplace is created in the system with a specific name and description, and an exclusive invitation code is generated for each department. The membership path is clear: the employee enters the code of the desired department, sees the information of that department and chooses his role; The administrator then reviews the request, corrects the role if it is incorrect, and finally approves. In this way, no one enters the section without the manager's approval, and the manager is always in control of the composition of each section.
Departments are the next organizational layer: the manager creates departments and places members in them. A shift head is designated for each department to review that department's shift proposals. This structure — workplace, section, department and shift — is the same one used for scheduling and verification in Shift Management; in other words, HR and shifts are not two separate islands but one chain.
Membership in Axis Puls has three steps: Enter the invitation code → Select a role → Get administrator approval. Access will not be enabled until the administrator approves.
Request membership, role promotion and access levels
In addition to basic membership, managing membership requests and role promotions is handled in the same module. When an employee requests a record upgrade, the records manager checks the department's requirement and the required access level, and if approved, the new role is activated with the corresponding accesses. All these events are logged so that later it is clear who was involved, when and with which manager's approval.
Access levels are adjusted according to the organizational structure of the collection; For example, the path of the head of the hospital to the matron to the head nurse to the staff, but without requiring a fixed format. The head nurse sees her department's information and tools, the matron observes the head nurses' activities and related reports, and the hospital director has the overall management activity report at hand. For the shift patterns of department staff, see the Staff Shift article and the comprehensive Smart Shift Management guide.
- List of members with addition, removal and active and inactive status.
- User, administrator and admin roles with corresponding access.
- Workplace with name and description and exclusive invitation code of each department.
- Departments and determining the head shift for each department.
- Review of membership request and role promotion by the administrator.
Connecting human resources to the next shift and step
The real value of this feature is seen when it is connected to a shift: the specified shift head in this section checks the shift offers; The members included in the layout are the active members of this list; And the reports are separated based on these roles and accesses. Logging into the system is also done with a mobile number, and meetings and devices can be managed so that information is only available to authorized people. We also clearly answer a frequently asked question: Personnel performance evaluation is currently not active and will be added soon.
To get started, simply record the structure of the collection: workplace, sections, departments, and roles. Employees then log in with the invitation code and the manager approves the composition of each department. New collections Two months on a trial basis In real conditions, they use the system and according to the current model, for capacity Up to 75 people 2,500,000 Tomans per month and 19,000,000 Tomans per year is paid; Other capacities are determined according to the contract.
❓ Frequently asked questions about human resources capability (FAQ)
Make the structure of manpower orderly and reliable
Try for two months in the real conditions of your collection and then decide.
Start of trial period