Solutions overview

Solutions for Workforce Scheduling

Challenges

Challenges are issues to be solved, such as:

  • a lot of temporary hiring
  • people regularly work fewer hours than contracted for
  • high work pressure
  • high absenteeism
  • lots of paperwork (administrative operations, internal reporting)
  • confusion over or complaints about extra salary payments (overtime, inconvenience)
  • warnings from the Labour Inspectorate
  • shifts that are experienced as “difficult”
  • complaints about rigid attitude towards accommodating staff wishes
  • high percentage of overtime and/or irregular hours
  • complaints about quality of duty rosters
  • confusion over number of outstanding workload hours
  • complaints about coordination of availability of specific job grades
  • planners never have time to spend on long-term planning (anticipation)
  • peak workloads regularly alternate with quiet days
  • many shift switches and roster changes (after publication)
  • mismatch between staffing composition and staffing needs

Introduction Solutions for Workforce Scheduling are available for:

reduction of the required work hours in the primary process (such as security officers in a security
organization or doctors and nurses in a hospital) by: 

  • reducing temporary hiring, 
  • reducing wage costs.
Our experience is that wage savings of 2% to 3% is realistic. 
reduction of the required work hours in the secondary process: 
  • for planners, 
  • for administrative operations (salary processing, HRM, communication on rosters and roster changes to and with staff), 
  • major savings in the administrative processes occur frequently. 
  • making quality improvements by doing more work in the same hours (time gains are exchanged for labour),
resulting in: 
  • higher productivity
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