★Main Contents Explained in This Document - 【Accurate Time Tracking & Annual Leave Management】24-hour shifts, multiple clock-ins, and handling paid leave consumption This section explains how to manage complex clock-ins, including night shifts and 24-hour operations, as well as multiple entries and exits in a single day. Additionally, it introduces features for automatic granting, balance management, and acquisition alerts to ensure compliance with the caregiving obligation of "taking 5 days of annual leave per year." - 【Labor Management Specific to Caregiving】Systematization of "Support Work at Other Facilities" and "Complex Work Systems" This part covers not only the response to diverse shifts such as day shifts, night shifts, and late shifts but also how to smoothly separate and aggregate working hours and labor costs when "support work (help shifts) at other caregiving facilities operated by the organization" occurs. - 【Operational Efficiency】Automatic creation of "Full-Time Equivalent Tables" directly linked to caregiving reimbursement claims This section streamlines the creation of the "Full-Time Equivalent Table," which is often the most labor-intensive task in facility operations and audits. It explains a system that automatically aggregates and outputs the necessary full-time equivalent numbers by category from daily attendance data (work performance), significantly reducing the time spent on monthly document preparation.

**Recommended for the following people:** - Those who feel limited by the monthly "full-time equivalent table" creation and aggregation tasks. - Facility managers, administrative managers, and labor personnel who manually calculate full-time equivalents in Excel amidst various employment types and qualifications such as care managers, nursing staff, and part-time workers, while facing significant time consumption and anxiety over mistakes. - Organizations struggling with the aggregation of "support work" (help) at other care facilities or offices. - Labor managers who operate multiple facilities within the same organization and find it complicated to manage working hours and labor conditions when staff go to support other facilities, as well as to calculate personnel costs. - Those who want to automate shift management for 24/7 operations and the aggregation of night shifts and irregular work. - HR personnel who want to create complex work shifts such as day shifts, night shifts, and late-night shifts in a 24-hour operating environment, eliminate mistakes in calculating night shift allowances and overtime pay, and accurately track working hours. - Business owners troubled by the labor shortage in the care industry and high staff turnover rates. - Decision-makers and business owners who want to promote a white-collar workplace environment (health management) by achieving appropriate labor time management and encouraging the use of paid leave (annual leave management) through a system, thereby improving staff retention rates and enhancing recruitment capabilities.