time intelligence® by

www.ximes.com

operatinghoursassistant ©

Optimum personnel cover through best possible shift times.

The [opa]-Workbook by ximes

© 2008all rights

reserved

ximes gmbh austriaHollandstraße 12/12A-1020 Vienna, Austriaweb www.ximes.comemail office@ximes.comphone +43 1 535 79 20-0fax +43 1 535 79 20-20

®time intelligenceTime as resource.

The most valuable resourceof our times is time itself Working time, free time, lifetime: time is the fundamental fabric

of our society. However, time needs not only to be organized well,

but also to be filled meaningfully. Family and friends, sports and

entertainment, relaxation and recreation have to be taken suffi-

ciently into consideration; working time requires us to be efficient,

well integrated and at the same time responsible for ourselves.

Within this complex framework of freely available time and

blocked time, life itself is happening. The task for those in charge

of organizing these time lines is therefore very demanding.

Employees as well as companies need to be satisfied regarding the

necessities of optimised working times.

ximes’ concept for enabling the transposition of economic

and personal interests into fair solutions is known as

Time Intelligence©. It is based on consulting services and

software tools to put these aims into practice.

Extensive consultation and tailored software-toolsFor years ximes has successfully been working as a consulting and

software company in the field of working time management. Our

know-how and our experience are directly reflected in our products.

As a company positioned on the cutting edge of social compe-

tence and information technology we take an interest in the

well-being for everybody involved in the process of balancing

working time organization, the economic benefit for the company,

and the work and life quality of employees. ximes offers three

software products for the practical completion of these tasks:

jtime intelligence solutions© – The intelligent universal tool

for forecasting and calculating workforce requirements and

controlling of required staffing levels

joperating hours assistant© – Optimum staffing levels

through optimum working times

jshift plan assistant© – The creative tool for flexible shift

rota generation

ximes was founded in 1997 as a spin-off of a researchproject at the university of

technology vienna. Fromthe very beginning the focusof the company was theintelligent integration ofmathematics/informaticsand social competence.

Practically speaking TimeIntelligence © means the targeted analysis, steeringand checking of time.

32

[opa]

picture 1Working time management is a ongoing process. Theximes software tools can beused in various steps of thisprocess. Steps marked ingreen are those supported by the [opa]. Based on personnel numbers andshifts/duties a frame rotais generated, which not

only produces the highestpossible stability, but whichalso covers all eventualities.Short-time changes are continuously worked intothe rota.

The shift plan assistant©

and the time intelligencesolutions© are complemen-tary software tools for otherplanning steps.

.analyse and optimise..requirements and processes.

on-going adjustments to the rota

checking cover for demand and working times

record the actual as-is state compile a forecast

develop and agree on the frame rota

.define..shifts and duties.

.calculate reserve ..requirements.

.calculate workforce..requirements.

graphic: Planning steps in the time management process with [opa] support

planning steps in thetime management process

The eternal circularity.

Not a vicious circle, but productive circularity.Working time management is a focus area of the finely-balanced

field of economics. Time related changes in demand, different

qualifications, changing frame requirements - the list of require-

ments is extensive and complicated. One of the requirements is

optimum personnel cover.

In practice this is a process that permanently repeats itself, a

process of ongoing optimisation. To keep this circularity productive

and for better and simpler solutions you can use a specially designed

software tool: the ximes operatinghoursassistant© [opa].

With the [opa] – now already available in the further enhanced

version 3.5 – you can answer your complex questions and move

the repeating process of working time management in your com-

pany onto a new base – to the advantage of everybody involved.

The [opa] can help you in practice.The operatinghoursassistant© engages in four areas of the

planning process for working time management:

jAnalysis and optimisation of demand and processes: when

are which tasks and requirements met with which personnel?

With this in mind daily, weekly and annual working graphs are

generated, all of which reflect the required working volume.

jDefinition of shifts and duties: the demand aligned to

working time requirements is filled with specific shifts or

duties to ensure that enough personnel is present for cover at

any time of the rota whilst guaranteeing satisfactory working

times for employees as well.

jCalculation of reserve requirements: employees have a

certain number of absence times given by holidays, sickness or

training – these have to be taken into consideration in good

personnel planning.

jCalculation of workforce requirements: once shifts or duties

as well as reserve requirements are known, the impact of these

factors on workforce requirements are calculated or shown

against the existing workforce levels.

The shift plan assistant©

and time intelligencesolutions© are comple-mentary software tools forother planning steps.

Version 3.5 has been available since summer2007; you can find all newson this update on page 23.

54

[opa] provides answers

frequently answered

6

Asking the right questionsto identify problemsA checklist with real practice questions offers a quick opportunity to

identify problem areas in your company and to find suitable solutions:

jAre you planning changes in your operating hours (opening

hours, machine operation times, service levels, working proces-

ses) and therefore have a need to schedule in new employees?

Are different numbers of employees needed for different times

of the day?

jDo you have to optimise working times because the workload

has changed? Would you like to be able to react better to

seasonal changes in requirement or changing demands?

jWould you like to get your short-term absences under control?

jDo complex qualification structures within your planning

cause you a headache?

jIs the increasing number of part-time contracts and individual

requests making your planning-life miserable?

jDo you want to know to what extent bank holidays, vacation etc.

influence your service hours and personnel cover?

answers that lead to solutionsThe operating hours assistant 3.5 can help you to provide the

correct answers to these questions and to meet your targets:

jBetter personnel allocation or better allocation of reduced

personnel requirement

jReduction of low cover situations to avoid problems in quality

and reduction of business/production volume

jAvoidance of workload peaks

jOptimised shift times (normal working time/stand-by)

jPre-check to evaluate if you need to expect problems in the

later shift planning

The [opa] carries out many of the daunting calculations you

need to improve your working time management. You can keep

a clear head to choose the optimum working time model and

concentrate on your company.

The new version 3.5 has refined graphic displays,which help you to keep anoverview even for very complex problems.

Therefore, the [opa] doesnot only carry out your calculations for you, it alsoprovides you with a cleargraphical representation of results, which offers amaximum of clarity andtransparency, even for non-experts.

7

Questions, Answers.

screenshot 1What is the Status quo?The table shows the current working times of employees.

screenshot 2What is the Status quo? Visualisation of shifts in the shift diagram facilitates understanding of the problem.

screenshot 4What is the Status quo? What would an optimised shift model look like? First the [opa] shows the status quo in the blue cover graph, and then the applicationdefines a (red) defined graph. The aim is to get the blue and red graphs as close to each other as possible.

afterbefore

8

From status quo to optimumThe operating hours assistant is aimed at helping you to

display the status quo – as a table, shift diagram or blue cover graph.

In the second step the software helps to analyse the quantitative

and qualitative demand of working times and to visualize it as a

red defined graph.

Finally, considering the frame requirements within the defined

parameters (e.g. allowed length of shifts) the [opa] will suggest

possible working time models until one optimised model is found.

The shift diagram is a goodsupport tool to quicklyunderstand the status quo.

9

What is this about?

screenshot 3What does the optimised model look like? he shift diagram displays a completely new distribution of workforce. At no point more than 6 employees are scheduled at the same time (unlike the previous 9 employees).

screenshot 5What does the optimised model look like? The ideal case is almost reache,d i.e. red defined graph and blue cover graph are almost perfectly aligned). The new model only shows high cover of two employees from 06:00 to 07:00.

picture 2The software structure consists of building blocks.This enables you to developmultiple varieties and carryout the respective relevantcalculations easily. [opa]

comparedifferent demandsand covers

demandfor each sub-area(operation analysis)

workforcerequirementscalculated for a certain cover

total demandand cover spanningmultiple sub-areas

graphic: The structure of the [opa] 3.5

coveroptimised per sub-area - duties andstaffing levels

activities, based on which demandis defined spanning alloccupational groups

present personnelincl. qualification

calculation ofabsenceand reserve factor

annual planconsisting of multiplebuilding blocks forpersonnel

generalqualification

annual planning

10

1. Building set: generalThe General building set contains building blocks for very simple

calculations. Neither qualifications, nor changing annual distri-

bution of work volume are taken into consideration. Additional

building sets are extensions of the General building set.

jCalculation of reserve requirement

jDefinition of demand

jCover of demand with duties and staffing levels

jCalculation of workforce requirements for the Cover building

block

2. Building set: qualificationWith this building set, which allows consideration of qualifications,

you can calculate if the current workforce is sufficient or where

you might have to face high or low cover for various requirement

profiles or employees with multiple qualifications.

jHow should the demand for different qualifications and activi-

ties be defined?

jHow should weekly working times and qualifications of existing

employees be described?

jHow can high and low cover situations be avoided?

jHow can different activities be taken into consideration?

jHow do individual solutions compare against each other?

3. Building set: annual planningThe Annual planning building set enables you to for instance

produce detailed models for the period of one year, which take

changing working volume as well as the changing bank holiday

calendar into consideration.

jEvent Calendar

jShift models and service hours

jTime balances and production unit counts

The functionality is particu-larly helpful in the area ofsocial care and health care.

11

The structure.

The software is able to takedifferent regional bank holi-day calendars into account.

screenshot 6 Calculation of reserverequirement:results are displayed in bluewriting. In the given exam-ple 20 % more personnel isrequired if all absences areto be covered with in-housepersonnel, if exceeding weekly working hours of38.5 is to be avoided.

screenshot 7 Definition of demand:in the mornings and aroundlunch more employees arerequired to be present. The peak lies between 09:00and 14:00; work finishes at22:00 in the evening.

reserve requirementdefinition

12

Calculation of reserve requirementHow do holidays, sick leave, training etc influence your staffing

levels? Based on the available working hours for any given

employee, absence times are displayed. These include not only

standard considerations such as holidays and sick leave, but also a

range of others, including training and care leave.

The software helps you to calculate to which percentage the

respective person is available or – in other words – to which

percentage that person is absent. The absentee figure is produced

to work out by how many employees your workforce needs to be

increased – given that overtime is to be avoided.

definition of demandThe basis for the calculation of demand is the following question:

When do I need how many employees (and which qualifications

do they need to cover)? It is important to step back from existing

shift or duty times and to start thinking from scratch how many

employees are required at which times. Past data can often be

used to define demand.

Demand can be entered by day, week or for a whole year to

reflect fluctuations. Stand-by duties can be entered separately.

Following this the user nowhas the opportunity to runthrough different scenarios:should for instance all absence times be replacedwith overtime? How will itinfluence the workforcerequirement if I want toavoid overtime and decide toemploy more personnel?

13

General.

Consequently this alsoinfluences costs and workingconditions for employees(how many hours have to beworked in night shifts? What is the required capacityfor weekends?).

screenshot 8Cover of demand withshifts and staffing levels:The given example showswork in 2 morning shifts,one day shift and 2 after-noon shifts, each with anunpaid break of 30 minutes,giving optimum cover ofdemand.

screenshot 9Calculation of workforcerequirements for theCover building block:This calculation shows howmuch personnel includingthe calculated absentee figu-re is required, if the aim is toreach 40 weekly workinghours; 7.15 Full time equiva-lents would produce optimum cover.

workforce requirbuilding block

14

Cover of demand with shifts and staffing levelsA newly defined demand requires finding new duties or shifts

which guarantee optimum cover when at the same time ensuring

optimum health and social conditions. Personnel should be

available when it is needed to avoid the additional costs for high or

low cover. The operating hours assistant 3.5 automatically

generates suggestions for shifts and duties; additionally it can take

break times into consideration to allow employees to take their

breaks when is sensibly possible.

Calculation of workforce requirementsfor a building blockIt is possible to quickly evaluate how many employees – taking

absences into consideration – are needed for an existing cover

which already fits the defined demand rather well.

This point of view could also be looked at from the reverse side:

if you calculate how many hours each of the existing employees

has to work per week on average.

To be able to give employees an idea of their working times in

advance certain key figures are calculated:

jnumber of days off per week

jnumber of Sundays off per month

jnumber of shifts that are more than 8 hours long

jnumber of working days per week on average

Stand-by duties can be taken into consideration separately.

Break times can be defined sothat they are in compliancewith legal regulations.

It is especially important to inform employees of their working times, if an increased level of flexibility is expected.

15

General.

screenshot 10 Description of qualifications:A hospital ward needs toevaluate whether the headnurse, one person who cancover for the head nurse butcan also be scheduled as aregular nurse, 6 full-timeand 2 part-time employeesare sufficient to ensure thatall necessary tasks can becarried out.

screenshot 11 Definition of cover byqualifications:Demand for head nurse andregular nurses is defined andaccordingly suitable dutiesare searched.

qualificatıonpriority

16

How should the demand be defined by different qualifications and activities?Individual people or groups of people who are currently working

in the scope of activities that need to be scheduled are ‘entered’

with their defined working hours per week as well as their

qualifications. According to their qualifications they are then

allocated task areas.

Definition of demand by qualificationsThe demand for each area of tasks is defined. Again, the question of

how many employees are needed to carry out these tasks is asked.

Then suitable shifts or duties for each of these areas are defined.

The individual scopes of work are then put together so that the

whole ward or department is shown in total.

In the health sector theseareas are usually highly differentiated, which is whymost of the time screenshotsfor these areas are used.

The [opa] enables you todefine qualifications forvarious factors, and thereforeachieve a high level of differentiation.

17

Qualifications.

screenshot 12 How can low or highcapacities be avoided?The existing personnel forthe given ward includingabsences are almost suffi-cient; only 0.44 % full-timeequivalents are missing.

screenshot 13 Activities building block:Alternatively demandgraphs can be defined foractivities that need to be carried out. The given example showschief physician, senior physician and additionaldoctors.

screenshot 14 Compare building block:Each day of the week is loo-ked at to see at which timesnurses are present at thesame time as the head nurse.

activitiescomparison

How can low and high capacitiesbe avoided?The result is calculated for a whole ward, and reflects whether

the existing personnel with their respective qualifications is

sufficient, or whether it is likely to come to low cover if, for

instance, not enough employees of a certain qualification are

available, or if too many employees are scheduled for certain

activities. This calculation can also be carried out so that it takes

absences into consideration.

How are different activitiestaken into consideration?A second possibility to define demand is to enter it in the

‘Activities’ building block. You can define which activities have

to be carried out in 15 minute intervals.

How are the results of a solution comparison presented?To compare two areas or various solutions against each other you

can display the produced duties, shifts or demand graphs together.

This very quickly shows differences and similarities.

The first option is describedin the paragraph Definitionof Demand on page 13.

Taking absence times intoconsideration in the earlystages of planning will result in more stable rotasfor employees and avoid‘nasty’ surprises.

19

Qualifications.

18

screenshot 15 Shift models and service hours:A production plant wants towork in 3 shift operation forthe majority of the weeks. 16 weeks of the year Satur-day morning and afternoonshifts are being added (increase to 17 shifts). Eachshift requires 8 employees.

screenshot 16 The Event calendar:The business in question is British; therefore the British bank holiday calendar is called up. The plant is closed for company holidays for a week in mid August.

screenshot 17 Time balances and production unit counts: If the schedule is plannedfor 22 employees, then eachemployee reaches an averageof 40 working hours perweek over the period of one year.

event calendartime balances

20

shift models and service hoursThis building block was originally created for industrial plants.

The most important systems of shifts from alternating shifts to

fully continuous operation are pre-defined. Production or service

per shift can be included into the calculation if needed.

Using different systems of shifts allows for reaction to changing

demands in the market over the period of one year. In a production

plant, for instance, it might be necessary to change from an opera-

tions schedule running from Monday to Friday with morning,

afternoon and night shifts to an operations schedule which addi-

tionally includes morning and afternoon shifts on Saturdays.

Instead of the pre-defined models it is of course possible to use

systems of shifts that you have created yourself. This also

makes this building block very useful for companies in the service

industry and in social and health care sectors.

The event calendarYou can call up the desired calendar for the year you are planning

for; you can also add entries for shut-downs or closures due to

company holidays. Additionally you can define if any work is

required on bank holidays or during shut-downs. It could for

instance be necessary for a part of the workforce to be present

during shut-down times to carry out maintenance activities.

time balances and production unit countsThe results of these calculations reflect two important parameters

regarding the efficiency of the chosen model:

jHow many personnel are required if over a certain period of

time working hours are subject to fluctuation?

jHow many units are produced, or what proportional level of

service is provided within this period?

Of course you can take absence times into consideration when

calculating the workforce requirements.

From version [opa] 3.0it is possible to define company specific holidays.

The required parameters are easily modifiable so that it is possible to workwith a shift model that is tailored exactly to your individual requirements.

21

Annual planning.

screenshot 18 Choice of graphic display:The shifts or duties aredisplayed so that their position and possible hand-over times or transition times are clearly visible.

screenshot 19 Extended Personnel building block:If the total of 246.5 workinghours is distributed over 7.35 full-time equivalents,then each employee has anaverage of 5.35 working daysand 1.65 days off. There are1.52 Sundays off per month.With equal distribution thismeans that each employeewould work 3.51 shifts morethan or equal to 10 hours.

screenshot 20 More precise properties:All four basic criteria (lowcover, high cover, number ofshifts, and duties per week)are weighted at mediumimportance. Depending onyour priorities differentsolutions can be achieved by adjusting the relativeimportance for any criteria.Additionally you can take into consideration preferences expressed byemployees regarding thelengths of certain shifts or duties.

erweitertfunktionalität

News.

22

Available from now on: [opa] 3.5Since summer 2007 the latest version of the operating hours

assistant 3.5 is available. It contains a whole range of software

improvements but also some brand new features and extensions.

Enhanced export-functionThe Export-Function to [spa] has been enhanced and specially

adapted for use with the updated version of shift plan assistant

6.5. The shifts to be exported can be sorted from now on.

New: metagroupsTo get a better overview concerning staffing levels, now there is

the possibility for full- and part-time set-ups to summarize your

groups to meta groups in the module “Personnel”.

Finer time slicesIn the module “Workflow”, time slices can be change from

15-minute-intervals to 30 or 60-minute-intervals.

Additional viewIn the modules “Cover” and “Aggregation” there is a new view

called “Position of shifts (by row)”.

accelerated AlgorithmIn the Generation cockpit of the module “Cover”, the algorithm

under the button “Find new solution” is now considerably faster

than before.

Any more details?If you want to find out more about any details concerning

[opa] 6.5, take a look at our product history for the software on

the ximes website.

Just follow the path products/OPA/product history

To get more informationabout shift plan assistant6.5 please order or downloadthe new workbook viawww.ximes.com

23

ximes operates intelligently

plus safetyusability

Modern functionality.

24

At a glance overviewAll ximes products stand out through their user-friendly design

and good graphical display of planning steps and results.

Working safelyWorking time calculations are complex. Professional tools provide

additional know-how to the planning process – many mistakes

can therefore be avoided.

Extensive functionalityximes works with companies in many different sectors and gene-

rally very different tasks. Functions that have proven useful in

consultations are regularly integrated into their software products.

automatic updatesSoftware has to be stable and work reliably, but it also has to incor-

porate the latest knowledge. ximes therefore offers various models

of how to receive software updates. The ximes team would like to

keep you informed.

support directly from our authors However, should you have questions or should problems arise they

offer direct support to enable you to continue working.

ximes sees great value inlong-term employees. Thisalso allows the company toguarantee competent contactpoints for our customers if you need professional support.

By the way: all data createdby ximes software products[tis], [opa] and [spa]can be interlinked.

25

[opa] provides orientation

customerorientıerung Branches.

26

Providing the best servicefor the customer Consequent customer orientation is the key to success in the service

sector. This success depends on employees who will only provide

outstanding service if they are highly motivated. The aims of

personnel planning are therefore

jbiggest possible flexibility and customer orientation

jsatisfied and well qualified employees and

jreduction of costs.

Cuts in wages and additional duties for employees quickly bring

service companies to a fall – even if growing personnel costs and

tougher competition force for savings. Targeted personnel

scheduling however offers a solution which works in the favour

of employees as well as companies.

Targeted personnel planning under consideration of employees’

requirements will secure corporate success. Personnel planners of

service companies have to consider various aspects in their tasks, e.g.

jdefinition of service levels and band widths (minimum/

maximum staffing levels)

jdistribution of full- and part-time employees

jfair shift distribution even during unfavourable times

jtimes for primary and further training

jrequirements for qualifications

jcustomer behaviour or

jmeans of quality control.

Most service companies already have data on working volumes,

whether this is in form of call statistics in call centres, stock move-

ments in logistics companies or till fluctuations at commercial

enterprises. The software solutions of ximes allow you to interpret

this data and use it for targeted personnel planning.

Target oriented planning ofemployee schedules providesoptimum customer care aswell as minimum possiblecosts.

ximes now offers a new toolfor the quick calculation ofdata from all different sources: time intelligencesolutions© [tis].

27

[opa] helps to stay healthy

healthBranches.

28

Engagement for best healthWork with people requires especially high flexibility as well as

huge personal engagement from employees in the social and

health services sector. They often work when others have days off.

They always have to provide 100% of their service, as little mistakes

may have extensive consequences. At the same time pressure from

competitor increases and budgets shrink. Therefore the aims of

companies and institutions in that area must be

jconstant improvement of the quality of services

joptimum balance of workforce requirements and personnel

scheduling

joptimum qualification of employees and of course

jreduction of costs.

Institution in the social and health services sector can only

achieve this with motivated employees. Therefore the sometimes

differing interests of companies/institutions, employees and

customers all have to be considered.

Customer orientation, employee satisfaction and economic factors

are all criteria of good shift planning. Predefinitions given by

employment contracts, laws and collective agreements as well as

wage issues have to be taken into the calculation. Additional

requirements occur from aspects such as

jscheduling part-time employees

jduties at unfavourable times

jduty and employee meetings as well as transition time

jcontinuity in care personnel/support teams

jaims of quality management

jshared shifts or

jrequirements for qualifications.

Especially due to the complexity of requirements for the active

steering of shifts, more and more companies in the social and health

services sector are taking advantage of tailored ximes software

products.

Minimisation and fair distribution of unfavourableshift times are particularlyimportant factors for thesuccessful motivation ofemployees.

For many years ximes hasspecialised in recognisingconflicts of interests and in moderating them con-structively in the course ofconsultancy engagements. This is further reflected bythe fact that the majority ofassignments undertaken byximes consist of solution-finding projects carried outin collaboration with teamscomposed of representativesof both management andemployee groups.

29

[opa] helps to produce

industrialevolution

Branches.

30

The industry needs new modelsThose who want to be successful on a long-term basis in the pro-

duction industry sector are constantly challenged in these times of

global competition. Companies do their utmost to optimise produc-

tion-technical possibilities and workforce scheduling regarding

jdemand orientation

jflexibility

jincreasing productivity and

jcost reduction.

Modern companies can only achieve this with highly qualified

employees, who are motivated and capable of regular learning,

so that the company can develop.

Most varying shift models can be found in plants and production

sites due to different production processes and working areas.

Additionally the planning of internal service providers is getting

more and more important. The spectrum extends from simple

two-shift models to fully continuous employment.

Shift planners have to consider numerous aspects in their

increasingly complex task, e.g.

jchanges in operating and working times

jplanning of seasonal working time

jincreasing flexibility and of course

jcosts.

More and more companies operating in the production sector are

therefore putting their tasks into the future-oriented consultation

and modern software solutions of ximes.

To cover all aspects ximes also offers training in working time management.

31

photo 1|2 Conception operatinghours assistantUniv.Doz. DI Dr. Johannes Gärtner and DI SabineWahll

A network[opa] was not built in a day nor is it the result of a f lash

of genious. Software development is teamwork. Many people

contribute to our [opa], a tool, worked on, since the end

of the 1990s.

An essential inf low of information and wishes coming from

users and practical experiences in consulting projects help

to constantly improve the product.

To maintain this f low of information, all users are more than

welcome to participate in this enhancement process using the

website wiki.ximes.com. Also practical hints and support are

addressed via this site. Take a look by yourself!

®time intelligence

32

Competence plus networkingximes offers software and consulting services regarding workforce

issues. Our clients profit either by buying our self-developed

software or from our competent specialist- and process-

consulting services. ximes-consultants work on issues relating to

the topic of workforce on a daily basis, for clients in a wide variety

of industries. They apply ximes-software as a tool to successfully

tackle a diverse set of challenges.

Our high specialisation and use of the tested combination

of software and consulting services give us a particularly unique,

specialised knowledge in the area of workforce/working hours

management. This permits us to support cutting-edge enterprises

on their path to a successful future.

ximes was founded in Vienna in 1997 by Johannes Gärtner and

Sabine Wahl and is working with partners in Germany, the

Netherlands, Great Britain and Scandinavia. ximes also has a

subsidiary in Erlangen/Deutschland.

jUniv. Doz. DI Dr. Johannes Gärtner Management

Education: Studies of Computer Science and Information

Technology at the university of linz; Doctoral Studies at

the university of technology vienna; Certified Corporate

Consultant; Postdoctoral Lecture Qualification in the field of

Software in Consulting Certified instructor of Information

Management.

Experience: Software Development; extensive corporate

consultation; university lecturer at the university of techno-

logy vienna; board Member of the working time society

jDI Sabine Wahl Management

Education: Computer Science and Information Technology

Studies at the university of linz;MBA Webster

Experience: Software Development; training in Adult

Education; researcher at the university of technology vienna

The aim of my work is to find intelligent solutions forproblems and questions in thefield of working time and tomake them available for companies. Ideally employersas well as employees will see a positive result with thosesolutions.

33

Menschen hinter [opa].

Our competence lies in thecombination of consultation knowledge and mathematical-technical know-how.Finding a tailored workingtime model for a company isan exciting challenge.

Introduction: Time as resource

The productive circularity of working time management

Questions and answers

From Status Quo to Optimum

The structure of the [opa]

[opa] General

[opa] Qualifications

[opa] Annual planning

News

Modern functionality

Customer orientation: [opa] in branches of the service sector industry

Engagement: [opa] in social and health services

Industrial evolution: [opa] in the industry

People behind [opa]

page 3

4

6

8

10

12

16

20

22

24

26

28

30

32

operatinghoursassistant ©

Optimum personnel cover through best possible shift times.

The [opa]-Workbook by ximes