Operating for over fifty years, IRT provides services to over 9,100 residents and customers each year in 31 retirement villages, 21 aged care centres and 6 home care hubs. Faced with the need to migrate to a single workforce management system, IRT highlights how WorkForce Software helped unify their rostering model for multiple locations to drive better employee outcomes and greater operating efficiencies.
The Challenge
IRT’s reliance on a decentralised model and mixed manual processes resulted in fragmented visibility across their workforce. This lack of cohesion not only skyrocketed labour costs but also diluted the accuracy of performance management. Inconsistent reporting formats and limited information flow impeded management’s ability to make informed decisions, leading to an erosion of employee performance and morale.
With a network of over 1,900 employees, IRT found itself ill-equipped to meet the continuous demands of 24/7 care delivery. Their outdated rostering methods hindered the ability to improve employee input and respond swiftly to fluctuating needs. This not only compromised service quality but also resulted in decreased employee satisfaction and engagement.
“We couldn’t have done it without the team at WorkForce Software. When you’re in the mix of running your business, you don’t necessarily pick up on all the opportunities for improvement that the system can provide, so working with them was fantastic.”
Head of People & Culture, Aged Care Centres
The Solution
IRT turned to WorkForce Software to streamline its workforce management. By adopting a centralised hub model, IRT revolutionised its approach to rostering. This new framework cut the inefficiencies inherent in decentralised processes, offering a seamless, transparent view across all locations. The transition empowered IRT to standardise operations, ensuring that every decision was guided by comprehensive and real-time insights.
Furthermore, by significantly reducing overtime and administrative burdens, IRT allowed its employees to concentrate on what they do best—providing exceptional care. This renewed focus not only improved job satisfaction but also enhanced the quality of service delivered to their residents, supporting IRT’s mission of excellence in aged care.
Rostering Best Practices Focus Areas
- Fatigue Rules
- Business and Skill Needs
- Customer Demands
- Legislative Compliance
- Contracts/EBAs
- Employee Availability
“We’ve had a great relationship with WorkForce Software for a long time. The support that we have been provided has been fantastic and the team has supported IRT as a business. It’s an ever-evolving partnership.”
The Outcomes
Meeting 24/7 Business Needs
- IRT successfully reduced absenteeism and overtime costs by meeting complex labour demands, allowing employees to focus on core duties and enhance customer care.
Consistent Roster Management
- Streamlined processes allowed IRT to meet complex agreements and reduce dependency on temporary staff, fostering skill development and reducing labour costs.
Enhanced Employee Engagement
- Empowered with self-service access, employees experienced increased job satisfaction, whilst workforce planners saw a boost in productivity.
Improved Reporting and Compliance
- With real-time data access, IRT could make more informed decisions, cut administrative efforts and ensure compliance with streamlined metrics transparency.
