New Work determines the working world of today and tomorrow. It's not just about trendy workplaces with sofas and football tables. It's about the balance between the interests of companies and ALL employees. From the office workers to the deskless workers. The holistic, data-based view creates flexibility, efficiency, consistent customer centricity as well as a positive employee experience thus making significant contributions towards higher value creation and a sharper competitive edge. The potential of digital workforce management has never been so high, but at the same time will never be as low as it is today.
Developments in the labour market are fuelling the skills shortage and will continue to do so in the future. On the one hand, an imbalance is created by demographic change. According to the Federal Agency for Civic Education, by 2037 the number of people of working age will fall to between 55 and 56 per cent, and by 2060 it will drop to as low as 53.2 per cent (in 2018 it was still 62.4 per cent). In order to also be able to deploy the ageing workforce as efficiently as possible, life-phase-oriented working time models are indispensable for companies.
This is countered by the entry of the young generations Y and Z into the job market. These generations have grown up as digital natives and digitization is not a foreign word to them. Employers must take this into account. Flexible working time models and working time organisation as well as a digital employee experience are mandatory tasks in order to be and stay attractive as an employer.
Of course, companies not only want to be attractive as employers, but also want to operate successfully in the market. Fluctuating order situations or global supply bottlenecks in industry make short-term adjustments indispensable, changing customer frequencies in trade or seasonality, for example, in the Christmas business, demand flexible ways of managing working hours. The same applies to volatile patient numbers in the health sector. Flexible staff deployment based on precisely analysed demands reduces over- and under-coverage and ensures that exactly the right employees are working in the right place at the right time with the right qualifications. In addition to an employee- and at the same time customer-centred flexible working time organisation, the issue of compliance is essential for companies. Among other things, the mapping, monitoring and compliance with legal, collective bargaining and company requirements, data protection guidelines, IT security rules, certifications, qualifications. In relation to workforce management, this means dealing with working hours and staff deployment in accordance with highly complexe rules.
ATOSS solutions enable a modern employee experience and a flexible, efficient workforce deployment. For 35 years, the SDAX-listed company has specialised in the topic of digital workforce management and is one of the leading international providers with over 12,000 customers in more than 50 countries across the globe.
New Work determines the working world of today and tomorrow. It's not just about trendy workplaces with sofas and football tables. It's about the balance between the interests of companies and ALL employees. From the office workers to the deskless workers. The holistic, data-based view creates flexibility, efficiency, consistent customer centricity as well as a positive employee experience thus making significant contributions towards higher value creation and a sharper competitive edge. The potential of digital workforce management has never been so high, but at the same time will never be as low as it is today.
Developments in the labour market are fuelling the skills shortage and will continue to do so in the future. On the one hand, an imbalance is created by demographic change. According to the Federal Agency for Civic Education, by 2037 the number of people of working age will fall to between 55 and 56 per cent, and by 2060 it will drop to as low as 53.2 per cent (in 2018 it was still 62.4 per cent). In order to also be able to deploy the ageing workforce as efficiently as possible, life-phase-oriented working time models are indispensable for companies.
This is countered by the entry of the young generations Y and Z into the job market. These generations have grown up as digital natives and digitization is not a foreign word to them. Employers must take this into account. Flexible working time models and working time organisation as well as a digital employee experience are mandatory tasks in order to be and stay attractive as an employer.
Of course, companies not only want to be attractive as employers, but also want to operate successfully in the market. Fluctuating order situations or global supply bottlenecks in industry make short-term adjustments indispensable, changing customer frequencies in trade or seasonality, for example, in the Christmas business, demand flexible ways of managing working hours. The same applies to volatile patient numbers in the health sector. Flexible staff deployment based on precisely analysed demands reduces over- and under-coverage and ensures that exactly the right employees are working in the right place at the right time with the right qualifications. In addition to an employee- and at the same time customer-centred flexible working time organisation, the issue of compliance is essential for companies. Among other things, the mapping, monitoring and compliance with legal, collective bargaining and company requirements, data protection guidelines, IT security rules, certifications, qualifications. In relation to workforce management, this means dealing with working hours and staff deployment in accordance with highly complexe rules.
ATOSS solutions enable a modern employee experience and a flexible, efficient workforce deployment. For 35 years, the SDAX-listed company has specialised in the topic of digital workforce management and is one of the leading international providers with over 12,000 customers in more than 50 countries across the globe.
New Work determines the working world of today and tomorrow. It's not just about trendy workplaces with sofas and football tables. It's about the balance between the interests of companies and ALL employees. From the office workers to the deskless workers. The holistic, data-based view creates flexibility, efficiency, consistent customer centricity as well as a positive employee experience thus making significant contributions towards higher value creation and a sharper competitive edge. The potential of digital workforce management has never been so high, but at the same time will never be as low as it is today.
Developments in the labour market are fuelling the skills shortage and will continue to do so in the future. On the one hand, an imbalance is created by demographic change. According to the Federal Agency for Civic Education, by 2037 the number of people of working age will fall to between 55 and 56 per cent, and by 2060 it will drop to as low as 53.2 per cent (in 2018 it was still 62.4 per cent). In order to also be able to deploy the ageing workforce as efficiently as possible, life-phase-oriented working time models are indispensable for companies.
This is countered by the entry of the young generations Y and Z into the job market. These generations have grown up as digital natives and digitization is not a foreign word to them. Employers must take this into account. Flexible working time models and working time organisation as well as a digital employee experience are mandatory tasks in order to be and stay attractive as an employer.
Of course, companies not only want to be attractive as employers, but also want to operate successfully in the market. Fluctuating order situations or global supply bottlenecks in industry make short-term adjustments indispensable, changing customer frequencies in trade or seasonality, for example, in the Christmas business, demand flexible ways of managing working hours. The same applies to volatile patient numbers in the health sector. Flexible staff deployment based on precisely analysed demands reduces over- and under-coverage and ensures that exactly the right employees are working in the right place at the right time with the right qualifications. In addition to an employee- and at the same time customer-centred flexible working time organisation, the issue of compliance is essential for companies. Among other things, the mapping, monitoring and compliance with legal, collective bargaining and company requirements, data protection guidelines, IT security rules, certifications, qualifications. In relation to workforce management, this means dealing with working hours and staff deployment in accordance with highly complexe rules.
ATOSS solutions enable a modern employee experience and a flexible, efficient workforce deployment. For 35 years, the SDAX-listed company has specialised in the topic of digital workforce management and is one of the leading international providers with over 12,000 customers in more than 50 countries across the globe.
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