Determining how many employees are required
With which qualifications?
Personnel structure optimization
Match personnel requirement and structure in the long-term
Aligning personnel demand and personnel capacity over the medium-term
Operationally aligning personnel demand and personnel capacity in a sales, service, cost-optimized as well as employee-oriented manner
Managing and steering personnel
Optimal response to short-term changes
Time and attendance management
Recording and evaluating working time
Working hours flexibilization
Precise workforce forecasting, managing complexity
Sustainable workforce scheduling requires more than merely determining the time and place at which company personnel work. Demand drivers such as sales or customer footfall in the retail trade, occupancy rates in hospitals, call volumes in call centers or incoming orders in production are becoming more and more important in the area of personnel planning. Other integral components of professional workforce scheduling include legal compliance, adherence to payscales and collective bargaining agreements as well as individual company criteria. These might include staff-related or work-related qualifications, specific working time models, age-related restrictions, working time requests and ergonomic requirements. Only the incorporation of all relevant parameters as a basis for decision-making can ensure high-quality, optimized workforce scheduling. This complexity will increase even more in the future: in view of demographic change and the shortage of skilled specialists this is causing, companies will have to invest a great deal more in flexibilizing the working times of their staff. This will be impossible to handle without powerful instruments such as workforce scheduling software.
Managing qualifications in workforce scheduling
It is often a genuine challenge for planners to assign employees with the best qualifications to the right workplace. With ATOSS qualifications management, it is possible to define additional, special qualifications such as first responder and fire safety officer as well as other special skills required for a specific position and feed these into the personnel planning process. By automatically checking staff skills against job requirements it is possible ensure high-quality, legally compliant and audit-proof workforce scheduling. Clear evaluations the of data collected show the employee or department qualification status at a glance, highlighting any need for action. This facilitates workforce scheduling in the long term.
Personnel planning: greater self-determination when planning working times
Employees represent a valuable company resource in terms of adding value and knowledge – and they are crucial to the success of the business. Taking staff preferences into account via self-service functions in workforce scheduling is a standard that has long been embraced by ATOSS. Exchange platforms for shift and duty schedules and apps for mobile workforce management support employees' need for greater self-determination and flexibility in the organization of their working time. This enhances their sense of independent responsibility and satisfaction at the workplace, while at the same time reducing sickness and fluctuation rates due to efficient, staff-oriented personnel planning.
Benefits and effects of workforce scheduling:
- Simpler personnel planning
- Increased planning quality
- Workforce planning optimized according to demand, service and cost
- Reduction in unproductive working time
- More flexible response to fluctuations in demand
- Personnel planning processes optimized across the board
- Greater transparency in personnel processes/costs
- Higher added value and service quality
- Higher level of employee satisfaction as a result of fairer planning and more flexible organization of working time