{"id":943,"date":"2010-07-05T00:00:00","date_gmt":"2010-07-04T22:00:00","guid":{"rendered":"https:\/\/wp.kennisbanksocialeinnovatie.nl\/kennis\/individueel-roosteren-in-nederland\/"},"modified":"2020-09-16T10:23:26","modified_gmt":"2020-09-16T08:23:26","slug":"individueel-roosteren-in-nederland","status":"publish","type":"kennis","link":"https:\/\/wp.kennisbanksocialeinnovatie.nl\/kennis\/individueel-roosteren-in-nederland\/","title":{"rendered":"Individueel roosteren in Nederland"},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":""},"bron":[27],"theme":[24],"target":[],"sector":[],"class_list":["post-943","kennis","type-kennis","status-publish","format-standard","hentry","bron-onderzoeksrapporten-research-reports","theme-individueel-roosteren"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - 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Deze organisaties (zorg, transport, entertainmentindustrie, voeding) streefden naar een actieve inzet om meer zeggenschap over werktijden te realiseren. Zowel werkgevers als medezeggenschap werden ge&iuml;nterviewd aan de hand van een gestructureerde vragenlijst.<\/p>\n<p><strong>Vormen van individueel roosteren<br \/><\/strong>In oplopende mate van zeggenschap voor werknemers zijn er de volgende vormen van individueel roosteren: ruilen van diensten, voorkeursrooster (van tevoren wensen kenbaar maken), intekenrooster, matching (voorkeuren invullen, leidinggevende beslist), zelfroosteren (totale keuzevrijheid zolang het past binnen Arbeidstijdenwet, bepalingen in de cao en voldoende personeelsbezetting is gegarandeerd).<\/p>\n<p><strong>Onderzoeksresultaten<br \/><\/strong>Slechts &eacute;&eacute;n van de onderzochte organisaties voert een pilot uit met zelfroosteren, in de overige organisaties is het voorkeursrooster de meest voorkomende variant en drie bedrijven passen matching toe. Het begrip zelfroosteren lijkt aan inflatie onderhevig: zodra medewerkers meer inspraak krijgen over hun roostering wordt dit al snel zelfroosteren genoemd.<br \/>Verder is zichtbaar dat organisaties in de ori&euml;nterende\/pilotfase een vari&euml;teit aan roostervormen uitproberen en bovendien grotere ambities hebben op de &lsquo;ladder&rsquo; van individueel roosteren in verband met de wens tot flexibilisering. Organisaties met meer langdurige ervaring met individueel roosteren focussen zich met name op matching. Deze bedrijven streven ook kleinere stappen richting zelfroosteren na. Ze geven aan dat het invoeringsproces van meer maatwerk een complex veranderkundig vraagstuk is. Wellicht zijn pilotorganisaties zich onvoldoende bewust van de implicaties van het proces richting zelfroosteren.<br \/>In onderstaand schema wordt duidelijk dat bepaalde organisatorische kenmerken beter of minder goed passen bij verschillende roostervormen.<\/p>\n<p><img decoding=\"async\" src=\"\/imgupload\/individueel_roosteren_in_nederland-1.png\" alt=\"\" height=\"497\"><\/p>\n<p><strong>Redenen voor individueel roosteren<br \/><\/strong>Flexibiliteit van het vaste dienstrooster om het priv&eacute;-leven te kunnen afstemmen op het werk voor medewerkers. Organisaties kunnen zo effici&euml;nter omgaan met de personeelscapaciteit en bezettingseisen. Daarnaast hogere verantwoordelijkheid van medewerkers voor en betrokkenheid bij het werk, grotere medewerkertevredenheid en potentieel lager verzuim.<\/p>\n<p><strong>Succesvolle aanpak<\/strong><\/p>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Betrek medewerkers en medezeggenschap van begin af aan bij het implementatieproces;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Uitgangssituatie moet een win-win situatie zijn voor medewerkers en organisatie;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Begin met pilots op een afdeling waar medewerkers openstaan voor verandering en huidige roosterprocessen goed verlopen;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Coach en train leidinggevenden in hun nieuwe rol bij de totstandkoming van dienstroosters;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Behoud ruimte voor specifieke wensen van medewerkers;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Zorg voor ruimte om te experimenteren;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td>\n<p><span>&middot;<\/span><\/p>\n<\/td>\n<td>\n<p>Maak duidelijke keuzes ten aanzien van eventuele roostersoftware.<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Bronvermelding<br \/><\/strong>In de bijlage is de folder met onderzoeksuitkomsten en de scriptie van Linda van de Hoven opgenomen. De scriptie is de volledige onderzoeksverantwoording van de folder.<\/p>\n<p><strong>Keywords: <\/strong>Individueel roosteren<\/p><\/p>\n","offset":"0","items":[{"acf_fc_layout":"buttons\/button-group","buttons":[{"link":{"title":"Folder Flexibel roosteren 2010","url":"https:\/\/wp.kennisbanksocialeinnovatie.nl\/wp-content\/uploads\/2020\/08\/flexibel_roosteren_folder_2010.pdf","target":"_blank"},"textLink":false,"color":"primary","flat":false,"size":"default","shape":"default","icon":"arrow_drop_down_circle","iconPosition":"prepend"},{"link":{"title":"Scriptie Flexibel roosteren 2010","url":"https:\/\/wp.kennisbanksocialeinnovatie.nl\/wp-content\/uploads\/2020\/08\/scriptie_flexibel_roosteren_2010.def_.pdf","target":"_blank"},"textLink":false,"color":"primary","flat":false,"size":"default","shape":"default","icon":"arrow_drop_down_circle","iconPosition":"prepend"}]}]}]},{"acf_fc_layout":"layout\/row","items":[{"acf_fc_layout":"wysiwyg","wysiwyg":"<p><strong>Kenmerken<\/strong><\/p>\n","offset":"0","items":[{"acf_fc_layout":"buttons\/button-group","buttons":[{"link":{"title":"Individueel roosteren","url":"\/?s= &post_type[]=kennis&taxonomies[theme][]=individueel-roosteren","target":"_self"},"textLink":false,"color":"primary","flat":false,"size":"default","shape":"default","icon":"arrow_drop_down_circle","iconPosition":"prepend"},{"link":{"title":"(Onderzoeks)rapporten\/(Research) reports","url":"\/?s= &post_type[]=kennis&taxonomies[bron][]=onderzoeksrapporten-research-reports","target":"_self"},"textLink":false,"color":"primary","flat":false,"size":"default","shape":"default","icon":"arrow_drop_down_circle","iconPosition":"prepend"}]}]}]}]},"yoast_title":"Individueel roosteren in Nederland - 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