Brief description of the company
Trigion is the leading provider of facility and security management services in the Netherlands. It’s part of the Facilicom Group which employs 31.000 people of which Trigion employs 4500. Trigion creates safety and achieves that by combining physical services with technology and data intelligence.

 

The challenge Trigion faced
When the safety of facilities and the people in it depend on your employees who work day and night to ensure that security, you want them to be skilled but also the happiest and most productive they can be. That means they should come into shifts well rested and stress free. To maximise the employee happiness, Trigion was looking for optimising their schedules and catering more to their employees’ needs while delivering on predefined service level agreements with their customers.

Due to the current scheduling situation, it’s not always possible to meet their employees needs and give everyone the shifts that they prefer to have. To illustrate this: Trigion has more than 4.500 employees. Therefore, it can be challenging to make rosters that meet contractual service levels AND meet the employees’ personal preferences, especially when adhering to labour laws and keeping an eye on costs. This is why Trigion was looking for a solution that helps them increase employee happiness.

 

The solution we implemented
In order to fully comply with service level agreements, labour laws and employee preferences, we recommended Trigion to move from manual to AI-driven automated employee scheduling. We implemented our shift filling algorithm in order to assign employees to shifts automatically based on the demand and shifts Trigion created. Employee assignment to open shifts is done based on different criteria, including: soft business rules, labour laws, employee availability, employee preferences, qualifications, contract type and travel distance. Here qualifications, labour laws and contract type formed the highest priority in order to meet service levels and comply fully with the Dutch labour laws, followed closely by employee preferences and soft business rules to increase employee happiness.