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Human resources management system for physical stores with intuitive shift scheduling and special features for various industries

A human resources management system tailored for physical stores that simplifies on-site management and shift scheduling. It includes specialized support for the catering, medical services, hotel, event planning, and retail industries.

Overall Viability
8.1
Market Need
9.2
User Interest
8.7
Competitive Landscape
6.5
Monetization Potential
8

Keyword Search Analysis

Keyword Monthly Search Volumes

KeywordAvg SearchesDifficultyCompetition
hr management system810030LOW
shift scheduling660012LOW
on site management5903LOW
hotel industry solutions10N/AN/A
hr software6050038MEDIUM
hris systems1810041MEDIUM
hr systems4050032LOW
travel nurse agencies2220048MEDIUM
best hr software1210033LOW
hr platforms440040MEDIUM

Problem Statement

Reddit discussions highlight several issues regarding the management and scheduling of shifts in various industries, particularly for physical stores. Key problems identified include:

  • Unpredictable Schedules: There are multiple posts where users complain about getting their schedules at the last minute, with examples like "Managers didn’t post schedule until 40 minutes before our scheduled shifts" Reddit link. This unpredictability causes significant inconvenience and stress for employees.
  • Poor Communication: Issues such as managers expecting employees to acknowledge schedule changes communicated late at night, without adequate notice Reddit link, lead to a lack of trust and lower employee morale.
  • Inflexibility and Micromanagement: Employees face rigid managerial expectations, with no room for personal scheduling needs, e.g., “My availability has always been strictly Mon-Fri, and yet they’ve been assigned a Saturday shift” Reddit link.
  • Overworking Employees: Instances where employees are scheduled for excessive shifts without consideration for their well-being, e.g., “My manager had me scheduled for 10 nine-hour shifts in a row” Reddit link.

Existing solutions mentioned on Reddit include the use of software like SignUp Genius and Arbiter for scheduling, but these come with limitations concerning ease of management and need for manual inputs.

Target Audience Insights

Analyzing the gathered data reveals insights about the target audience:

Demographics:

  • Industries: Medical Services, Retail, Hospitality, Catering, and Event Planning.
  • Roles: Range from entry-level jobs (e.g., retail staff, hospital nurses) to managerial positions (e.g., store managers, shift leads).
  • Geography: Primarily focused in North America and Europe.

Common Issues and Sentiments:

  • Desire for Predictability: Employees overwhelmingly seek predictability in their work schedules.
  • Need for Communication: Effective communication channels for scheduling changes are a significant pain point.
  • Work-Life Balance: Employees prioritize maintaining a balance between their work schedules and personal life.
  • Flexibility: There’s a high demand for flexibility in shifts to accommodate personal commitments and preferences.

Competitive Analysis

Based on Reddit discussions, several competitors and their strengths and weaknesses were identified:

CompetitorStrengthsWeaknesses
SignUp Genius- User-friendly interface<br>- Allows self-scheduling- Time-intensive to input schedules<br>- Difficult to manage or update schedules for changes
Arbiter- Comprehensive features<br>- Popular in sports and event scheduling- Not free<br>- Can be complex and overwhelming for smaller entities
TeamSideline- Good user management<br>- Allows self-scheduling- Costly<br>- Learning curve for new users
Google Sheets- Free<br>- Highly customizable- Entirely manual process<br>- Lacks notifications and advanced features as needed for large teams
QuickHR- Specializes in simplifying HR functions<br>- Integrates payroll and scheduling- May have limitations in industry-specific needs
ZebraWebApplication- Comprehensive features- High cost<br>- Described as junk by user feedback Reddit link

Business Model

Monetization Strategies:

  1. Subscription-Based Model: Charge businesses a monthly or yearly fee based on the number of users or features required.
  2. Freemium Model: Offer basic features for free while charging for premium features aimed at specific industries (such as catering or medical).
  3. Setup and Training Fees: One-time fees for initial setup and user training.
  4. Customization Services: Charge for additional customizations tailored to specific business needs.

Cost Structure:

  • Development and Maintenance Costs: Continuous improvement of software features.
  • Marketing and Sales: Expenditure on online marketing, trade shows, and sales staff.
  • Customer Support: Costs associated with providing 24/7 support to users.
  • Compliance and Data Security: Ensuring the software meets industry standards and regulations, especially in medical and retail sectors.

Partnerships and Resources:

  • Industry Associations: Partnerships with industry-specific organizations for better market penetration.
  • Technology Partners: Collaboration with cloud service providers for scalable and secure infrastructure.
  • Training Providers: Engaging with training agencies to help businesses onboard their staff efficiently.

Minimum Viable Product (MVP) Plan

Core Features:

  1. Intuitive Shift Scheduling: Drag-and-drop interface for easy shift scheduling.
  2. Automated Notifications: Alerts and notifications for shift changes, approvals, and cancellations.
  3. Industry-Specific Features: Custom templates for retail, catering, medical, hotel, and event planning businesses.
  4. User Self-Service: Allow employees to view and manage their schedules directly.
  5. Integration with Existing Systems: Ability to integrate with popular HR and payroll systems.

Timeline:

  1. Month 1-2: Requirements gathering and initial design.
  2. Month 3-5: Development of core features and integrations.
  3. Month 6-7: Internal testing and bug fixes.
  4. Month 8: Beta launch and user feedback collection.
  5. Month 9: MVP release and initial customer onboarding.

Success Metrics:

  • User Adoption Rate: Number of businesses signing up and using the product.
  • User Feedback: Ratings and reviews from beta users.
  • Engagement Metrics: Frequency of use, feature utilization.
  • Revenue Growth: Subscription growth month over month.

Go-to-Market Strategy

Introduction and Awareness:

  1. Industry Conferences and Trade Shows: Demonstrate the product at relevant industry events.
  2. Online Marketing: SEO, SEM, and content marketing targeting HR and industry-specific keywords.
  3. Social Media Campaigns: Engaging with target audience via platforms like LinkedIn, Facebook, and Reddit.

Sales Strategy:

  1. Direct Sales: A specialized sales team targeting mid to large-sized physical stores and industries.
  2. Incentives and Promotions: Offer early-bird discounts or extended trials to entice new customers.
  3. Referral Program: Incentivize existing users to refer other businesses.

Channels:

  1. Website and SaaS Platforms: Central platform for sign-up, tutorials, and customer support.
  2. Partnerships with Industry Organizations: Utilize established networks to expand reach.
  3. Email Marketing: Regular newsletters, product updates, and industry insights to keep users engaged.

By addressing the identified issues through tailored features and strategies, the proposed human resources management system stands to make a significant impact on improving shift scheduling and on-site management for various physical store industries.

Relevant Sources

HR Management

post

QuickHR: Leave Management Software System in Malaysia

r/payrollsystem - June 28, 2024

Stay in sync with real-time updates and on-the-go access on leave requests and approvals, anytime, anywhere with our E Leave Management System. Our online leave management system lets you manage leave requests and track balances in one place.

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What's your HR hot take, specifically regarding managers?

r/humanresources - July 10, 2024

If you hold HR solely responsible for performance reviews and adoption of technology/systems for giving feedback, the initiative will fail. Everyone, including managers, must understand the 'why are we doing this' question and be able to explain it.

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Performance management system India - PeopleHR India

r/u_sseema123 - June 24, 2024

Post-Date: 6/18/2024 URL: https://www.reddit.com/r/peoplehrindia/comments/1dip0cz/ No comments

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My manager left this note to hr about me in the printer. Feeling pretty Chad right now.

r/antiwork - March 14, 2024

Post-Date: 3/14/2024 URL: https://www.reddit.com/r/antiwork/comments/1bexir6/ No comments

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9 out of 10 managers hate these 4 simple words

r/memes - April 6, 2024

Post-Date: 4/6/2024 URL: https://i.redd.it/ukuaj7w3nusc1.jpeg No comments

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HR Manager of Adult Store

r/Catswithjobs - June 16, 2024

This is Tiffany. She runs the HR Department at the adult store called Medusas in Rochester, NY.

Scheduling Software

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Online Shift Scheduling Software

r/u_myShiftDepot - May 16, 2022

Post-Date: 5/16/2022 URL: https://i.redd.it/1emuoscebvz81.png

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1st shift and scheduling

r/jobs - April 20, 2024

I worked retail for over 8 years. While I would occasionally open, and I worked a double at least once a week, usually I closed the store. So I often worked 2ish-8:30ish. I would stay up until around 2 AM, and sleep in until 9/10 AM.

comment

r/humanresources - July 10, 2024

Of all the managers, I've worked with I would estimate 30% are truly good people managers and leaders and this is their calling. 40% learn just enough to be effective, but really aren't great leaders.

Physical Store HR Solutions

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New HR Job: Learning Program Manager (Stores) At Burlington Stores

r/remotejobsinhr - July 10, 2024

Post-Date: 7/11/2024 URL: https://www.reddit.com/r/remotejobsinhr/comments/1e0q4r1/ No comments

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Caress my hanging breasts

r/gilf - March 21, 2024

Post-Date: 3/21/2024 URL: [removed text] No comments