What are the management trends for 2018
Workforce Management Trends 2018
Recognizing trends in good time and seizing opportunities is an issue for all companies at all times, but especially at the beginning of a new year.
What will be the central topics of workforce management in 2018?
Some trends are fast moving and don't last long. The workforce management trends 2018 are definitely not one of them. Because they are the consistent further development of a development that has been emerging for 2-3 years.
Some of the current issues have been discussed controversially for a long time. The key difference in 2018 will be that the focus will shift and reach a new level of quality. In the past, the primary focus was often on the goals and tasks of personnel deployment planning. Questions about the “what?” Were the main focus, in particular What the goals and tasks of personnel deployment planning in the respective company are and What that contributes to the company's success.
Thanks to intensive examination of the matter, many companies have come a long way. For them, the “what?” Is no longer in the foreground, but the “how?”. These companies have long known What Workforce management contributes to the company's success. Are you looking for the best options how they can implement their goals and tasks efficiently and sustainably.
Against this background, the main focus of the instruments in 2018 will be on the following areas:
Requirements for flexible working hours will continue to increase - for everyone involved!
For shift operations, the need to make working hours more flexible will continue to increase. It will no longer just be about achieving higher productivity using demand-oriented working time models. Rather, the planning process itself must be more closely coordinated to respond more flexibly to employee needs. This applies in particular to the consideration of individual working time models.
For sectors and regions that are affected by the shortage of skilled workers, it is crucial for competitiveness how well this new challenge will be mastered. Because the next generations Y and Z are far less interested in shift work than all previous generations. They consider shift work to be difficult to reconcile with the need for a work-life balance.
Agreeing working hours with a work-life balance will be a central issue
The negative image of shift work can be turned into a positive one if the employees are involved in duty scheduling. In this case, shift work no longer means working when the employer specifies it, but ideally when it best fits the individual schedule.
Employee participation can take many forms. The goal is the needs-based deployment of employees with the maximum possible consideration of the individual employee needs.
Where this succeeds, a particularly high level of employee loyalty and a high level of employee satisfaction are the result. This has a positive effect both on the quality of the work and on the attractiveness on the job market.
However, this cannot be achieved with simple IT tools. The trend towards the use of specialized software will continue to increase in the future. It will be a matter of designing the duty roster on the one hand to optimize needs and on the other hand to include all employee-specific preferences, availability, agreements and qualifications as optimally as possible.
In this way, attractive working time models can also be implemented for shift work and ensure a good work-life balance.
Central or decentralized duty scheduling - which trend will prevail?
Central or decentralized personnel deployment planning, which method is better? The discussion on the subject in itself is not new. The statement that both approaches are justified and that the best method should be chosen for the individual case remains valid.
What will be new in 2018, however, are the aspects under which the topic, which will certainly continue to be polarized, will be discussed. The reason for this is the availability of modern workforce management software. It overcomes restrictions that have strongly shaped opinion in the past.
With modern software, on the one hand, it is possible to process employee-specific information in such a way that it flows into the design of the duty roster in the best possible way with a central planning approach. The planner knows all planning-relevant employee data, including individual agreements and preferences, even if he is not on site. The disadvantages of physical distance are less serious than in the past.
On the other hand, it is now more economically attractive than in the past to optimize duty scheduling, even of comparatively small organizational units, by using specialized workforce management software. In the past, this was often not economically viable because specialized software required the cost-intensive training of specialists at each individual location. As a result, smaller, decentralized locations usually had to make do with simple IT tools that only met the requirements to a limited extent.
Today, the dilemma can be solved with intuitive software that supports the planner's tasks in a targeted manner, even for smaller organizational units. What will remain is the need to weigh the strengths and weaknesses of the two planning approaches against each other in each individual case.
And what are your workforce management topics for 2018?
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