Autor: Daniel Schmidt

Many companies are challenged to consider in the planning process for working times not only current laws, labour contracts and their operative goals but also the time-related wishes of their employees. One can identify different types of employees which differ in their working time preferences as well as in the work load they have to deal with in their private lifes. Therefore, the working time configuration has to take the specific situation of the employees into account. Consequently, the process of the working time configuration becomes highly complex. But there are currently no tools available that allow decision-makers of a company to evaluate an intended working time model prospectively (i.e. before its realization) while taking dynamic aspects of their operations as well as the work-life balance of the employees into account. At best, the work-life balance of the employees is a key figure for the evaluation of a working time model but not a parameter during the planning ...

In view of the demographic changes, questions arise about the long-term development of the performance of work systems with an aging workforce. These questions are especially urgent if work systems with predominantly mental demands should be operated for many years. The simulation tool ESPE-AS can help to forecast the development of the performance of a work system with the given workforce for future periods. This paper describes a first approach of this simulation-based planning method and illustrates it using the routine activities for creating operations plans.

Additional to the consideration of technological and organisational aspects as well personnel adjustments have to be considered in time during the introduction of new manufacturing technologies. Reasons for a systematic personnel development are technological changes, e.g. the introduction of new products and manufacturing processes or a modified manufacturing programme. Especially the number and the qualification of the employees who are affected by these changes have to be adjusted to the new requirements. The method of the personnel-oriented technology calendar which is presented in this article provides a systematic and targeted personnel development planning. The approach is demonstrated by means of an application example.