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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