A reflection of working time

The economic developments reflect the tremendous degree of complexity and integration the global markets have attained in the meantime. We can well assume that the positive and negative market swings will become even more frequent and more pronounced in future. 

At the same time, it is increasingly difficult to forecast these fluctuations. The management challenge is to be capable of adequate process and cost-optimized response at all times. According to a study by Signium International on companies in the year 2030, in times of dynamic change, rapid response organizations will be more crucial than ever before. Agility in processes – especially in human resource processes – and flexible scope for action in terms of working hours, are essential preconditions. Germany’s flagship automotive, mechanical and plant engineering sectors are pointing the way: they have created a set of personnel policy tools that enable them to manage order fluctuations in the region of 20 to 30 percent for longer periods of time – partially up to more than 12 months – without having to cut back on staff. This incredible flexibility has elicited surprise as well as admiration worldwide, and kept Germany strong and competitive in times of crisis.

Volatile markets, short innovation cycles and strong demand fluctuations will add momentum to flexibilization issues. New forms of cooperation will arise on all levels of employment. According to demand, core workforces will be extended across the borders of countries and time zones – especially in the area of highly qualified staff. Work concepts such as temporary and project work, virtual teams, external flex pools and all the way through to cloud working will become more significant. Coworking, especially in the creative area, will establish itself as a new form of working. 

The increasing shortage of human labor on the one hand, and longer working lives on the other, will become a permanent challenge for HR management. New potentials must be tapped on the labor markets, while the existing resources must be integrated intelligently. The right framework conditions must be created for part time work for senior employees, the compatibility of family and vocational life, as well as the integration of foreign workers – also with due consideration given to intercultural aspects.

Information has become entirely independent of time and space. Realtime communication is possible at all times, while digital natives and digital nomads are conquering today’s working worlds. These developments are paving the way to new organizational and work models. Conventional nine to five jobs and the associated culture of physical presence are becoming obsolete. Instead of rigidly defined general conditions, mobile workplaces and flowing processes are arising that are determined by personal life phases and by entrepreneurial necessities. Individualization is characterizing tomorrow’s working worlds, and diversity is replacing conventional structures and mindsets. A wide range of highly diverging life and work styles are arising. Work-life balance concepts are becoming a key component for employee motivation and employer branding.

The challenge of mastering the complexity and dynamics revolving around working times and workforce management with the help of innovative IT solutions is an exciting challenge that we address each and every day. Now and in future, our vision of a human economy will drive us to contribute to the transformation of working worlds to the benefit of companies, employees and societies alike.