For hospitals, clinic groups, diagnostics chains and home care providers: skill mix aware rostering, credential expiry control, duty hour limits, night and on call allowances and statutory payroll in one platform.
Zero
Shifts staffed by expired credentials
Because scheduling checks licence and certification validity before a person can be placed.
45 days
Advance warning on every expiry
Licence, registration and mandatory training renewals escalate well before the lapse date.
70%
Less time building the monthly roster
Pattern based rostering with skill mix rules replaces the spreadsheet rebuild each month.
One run
For night, on call and holiday pay
Differentials come from actual worked shifts rather than a separate allowance sheet.
The reality on the ground
Every conversation with a people team in this sector surfaces the same handful of failures. Here is what they look like and what they cost.
The ward roster is built in a spreadsheet by a nurse manager who knows which staff can cover which duties. When two people call in sick, the replacement is whoever answers the phone, and whether the resulting shift has the required skill mix is discovered afterwards, if at all.
Cost of leaving it: Shifts running below safe staffing with no record that anyone knew.
Professional registration, life support certification and mandatory training all expire on their own schedules. Renewal is tracked in a folder and remembered by one administrator. Somebody works a fortnight on an expired certification and nobody notices until an audit.
Cost of leaving it: Regulatory exposure and, in a serious incident, an indefensible position.
Doubles, swapped shifts and on call callouts accumulate through the month. The total hours a junior doctor or a nurse actually worked, and whether rest periods were respected, is only assembled when payroll needs the numbers.
Cost of leaving it: Fatigue risk to patients and staff, and overtime cost that surprises finance every month.
Night differential, on call retainer, callout payments, holiday premium and shift change allowances are worked out on a separate sheet by someone reading the roster. Errors are common and each one produces a payroll query.
Cost of leaving it: Payroll disputes every cycle and a process that only one person can perform.
Capability deep dive
Same platform, sector specific defaults. Each capability below arrives preconfigured, so your team edits rather than builds.
A day in the life
Software only sticks when the person using it saves time on their own work. These are the three roles that make or break adoption here.
Owns ward cover and skill mix every single day.
Month end
Publishes next month's roster from a pattern, resolving flagged skill mix gaps first.
Morning
Sees absences and fills them from staff whose credentials and rest hours allow it.
Daily
Approves shift swaps that do not breach rest periods or drop cover below threshold.
Weekly
Reviews duty hour totals and redistributes before anyone approaches a limit.
Answerable for credentials, training and statutory payroll.
Weekly
Works the expiry list so no registration or certification reaches its lapse date.
Monthly
Reviews duty hour breaches and mandatory training completion by department.
Monthly
Runs payroll with differentials computed from worked shifts.
On inspection
Exports credential status, training completion and duty hour records together.
Wants the roster, swaps and payslips on a phone.
Any time
Views the published roster for the coming weeks on mobile.
As needed
Requests a swap that is auto checked against rest hours and cover.
Renewal
Uploads renewed certification and clears the expiry alert directly.
Pay day
Sees payslip with night and callout components itemised against actual shifts.
Compliance and audit
Professional registration validity
Current registration and licence evidence per clinical employee with expiry history retained.
Mandatory training completion
Life support, infection control and safety training completion tracked per role with certificates on file.
Duty hour and rest records
Worked hours, rest intervals and consecutive night counts reportable per person and period.
Staffing and skill mix evidence
Published rosters retained showing the mix present on each shift.
State insurance and provident fund
Contributions computed and filed for eligible staff from the payroll run.
Patient data access controls
Employee record and document access limited by role with sensitive views logged.
End to end workflow
One record per person, from the day they join to the day they leave. No spreadsheet handoffs in between.
Stage 1
Joining
Registration, certifications and mandatory training recorded with expiry dates and documents.
Stage 2
Roster build
Pattern based roster generated with skill mix and credential requirements checked before publication.
Stage 3
Daily operations
Absences, swaps and callouts handled against rest period and cover rules.
Stage 4
Attendance capture
Punches recorded at department level with overnight shifts attributed correctly.
Stage 5
Period close
Duty hours, differentials and overtime computed from actual worked shifts.
Stage 6
Payroll and reporting
Payroll runs with statutory deductions and compliance reports exported per department.
Integrations and hardware
No rip and replace. HRMione sits alongside the systems and devices already on your floor.
Time capture
Finance
Operations
Rollout plan
A dedicated onboarding lead runs this with you. Nothing here needs your engineering team.
Week one
People and credentials
Staff records, grades, departments, registrations and certification expiry dates loaded.
Week two
Roster live in one department
Patterns configured with skill mix rules, next month published from the platform.
Week four
Attendance and differentials
Device capture live and allowance rules validated against the previous month.
Day ninety
All departments
Full rostering, payroll migrated and compliance reporting in routine use.
Commercial fit
Most providers start with credential control and one department's roster, because that removes the largest immediate risk, then extend site by site.
Typical headcount
Hospitals, clinic groups, diagnostics chains and home care providers from 60 to 5000 staff across multiple sites.
Indicative spend
Priced per active employee per month, billed annually. Multi site groups pay per employee rather than per location.
Modules in the standard bundle
Case study
Situation
Rosters were built in spreadsheets per ward. Two certifications had lapsed unnoticed in the previous year, and night differential and callout pay were calculated manually, producing payroll queries every cycle.
What we did
Credentials were loaded with expiry escalation and tied to shift requirements. Pattern based rosters with skill mix rules replaced the spreadsheets, and allowance rules were configured to compute from worked shifts.
Result
The roster refusing to place somebody whose certification has lapsed is the control we could never enforce manually. It happens quietly now, every time.
Straight answers
Our wards each roster differently. Can that be preserved?
Yes. Patterns, skill mix requirements and cover thresholds are configured per department, so a critical care unit and an outpatient clinic follow their own rules inside one platform.
We cannot have rostering blocked by rigid rules during a crisis.
Rules flag and warn rather than lock out an authorised manager, except for credential validity where a hard block is the point. Every override is recorded with a reason.
Will night shifts crossing midnight break attendance?
No. Shift boundaries define the duty, so a night shift is attributed to a single duty rather than split across two calendar days. This is the main reason manual correction disappears.
Our support staff are high in number and low in system familiarity.
Support staff need only kiosk or biometric punching and a simple mobile view for payslips and leave. No desktop use is required of them at all.
Can we handle staff working across multiple sites?
Yes. A person can be rostered across sites with travel and site specific allowances applied, while duty hours total across all sites rather than per site.
Software Solutions
FAQ
Keep exploring
Thirty minutes, your own scenarios, a live sandbox already loaded with a workforce that looks like yours.
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