Vision
Where we are taking inplan — and what sets us apart from other systems.
Rostering in healthcare is demanding and time-consuming.
- 01
Employees are assigned instead of helping shape the plan.
The plan arrives finished. Requests are made in passing, swaps happen by phone, and nobody ever learns whether the distribution was fair.
- 02
Planners plan laboriously by hand — and carry the plan in their heads.
Which rules apply, who cannot work with whom, who wants what: that knowledge exists only with them. When the planner is away, the knowledge is gone.
- 03
Management has no transparency — and so no control.
How well the planning is done, how busy the organisation is, where hidden costs lie: there are estimates from experience, but no reliable figures.
- 04
And the tools are cumbersome, too shallow or full of gaps.
The established systems are outdated, sluggish and painful to use. The more modern tools do not go deep enough for large healthcare institutions. And almost everywhere the process is fragmented: planning here, time tracking there, payroll somewhere else.
Planning that serves everyone. We want to make work in healthcare more attractive — with workforce planning in which employees help shape the plan fairly and on their own terms, planners are relieved and management can steer its organisation deliberately.
Holistic and end to end
Planning and time management are one process, not two worlds — from demand to payroll.
Value for everyone involved
Fairness and self-determination for employees, relief for planners, transparency and control for management.
Simple at the core, growing in depth
Modern and pleasant to use — and still able to handle the real requirements of large healthcare institutions.
What makes inplan different
inplan combines planning, time tracking and analytics in one system that runs end to end from demand to payroll, is simple at its core and grows all the way into large healthcare institutions.
Self-scheduling & shift marketplace
Employees enter shifts, requests and absences themselves — based on actual demand, not on luck. On the shift marketplace they swap, hand over or take on shifts; planning approves.
AI planningAI
Entire rosters are created at the push of a button — following the same operational and legal rules that planners see. Ask inplan answers questions about the plan in plain language and only changes it once you approve.
Rule & fairness checking
Rules live in the system, not in someone’s head. Violations such as rest periods that are too short or an uneven distribution of weekends or public holidays show up directly in the plan — so mistakes do not happen in the first place.
Planning across units
Schedule staff across unit boundaries and order staff from other units. Multiple employments, internal pools and external staff via inpool run in the same plan — synergies instead of silos.
Absence managementAI
When someone drops out unexpectedly, inplan suggests suitable internal cover. The open shift can be offered on the marketplace or posted via inpool — traceable instead of working down a phone list.
Time tracking through to payroll
Actual times are recorded and deviations justified on the spot. Premiums, allowances and time accounts are calculated automatically — once the unit manager signs off, everything goes straight to payroll.
Analytics for management
Plan quality, utilisation, capacity, fairness and cost-effectiveness become measurable. Management sees across units where capacity is lacking and where resources are tied up — figures instead of gut feeling.
Open interfaces
inplan connects the hospital information system, the payroll system and inpool. Master data, demand and times flow between the systems instead of being retyped — without double entry.
End to end
One system from demand to payroll — no export, no double entry.
Built for everyone
Every role sees and edits exactly what it needs.
Up to date
Built the modern way, fast, intuitive — introduced without extensive training.
Grows with you
A simple core for small organisations, full depth for large institutions.