The Research division of Déhora carries out independent, objective, expert, and practical research. Our strength lies in the fact that we combine our research skills with our practical experience of working with countless organisations.
Together with our experienced consultants, we translate research results into concrete, relevant, and creative recommendations for practical solutions. Moreover, we not only look at the economic aspects, but also at the social and ergonomic aspects.
As an consultancy firm, we carry out research for employers, works councils, trade unions, and branch organisations in all sectors. In addition, we often perform assignments for government agencies responsible for developing policy.
Each problem calls for a specific approach. Déhora’s Research division has a wide range of research instruments and methods at its disposal. In co-operation, we will be glad to help you decide which methods are the best match for your needs and requirements, and of course the available budget.
Our assignments can be roughly divided into three categories:
1. Situational studies
Situational research focuses on an assessment of the facts, opinions, and wishes associated with each situation. This includes, for example, studies into the needs, pain points, and development potential of employees in connection with such themes as flexibility and sustainable employability, studies into workloads and work stress (perception), and employee satisfaction surveys about work times and shift rosters.
2. Evaluation studies
These are studies that focus on an evaluation of change processes. They include comparisons of the results of measurements before and after the changes were implemented (e.g., after the introduction of self-rostering), as well as a direct evaluation of the preconditions and critical success factors for a possible implementation of the changes on a larger scale.
3. Benchmark studies
Déhora also carries out benchmark studies that enable a comparison of different situations. This includes, for example, comparisons of time-related employment conditions (e.g., the size of the allowances paid for working irregular shifts). It also includes comparisons of the social and ergonomic aspects of different shift rosters, and issues such as the efficiency and cost of workforce planning.
Better alignment between staffing level and workload because of self-rostering
Balancing the workload and the preferences of employees is a difficult task for any workforce planner. In addition at NedTrain, there were also considerable peaks and troughs in the workload. NedTrain wanted to achieve a better alignment between the staffing level and the actual workload so that is why they introduced self-rostering.