The Dutch Railway system processes 1.3 million passengers and more than a million tons of cargo daily with high reliability and safety and a low CO2 profile. In the coming 10 years, the daily number of trains will need to grow 30% to enable train operators to deliver on the growing demand for Passenger and Cargo traffic. This is a major challenge for the Dutch Railway infrastructure manager, ProRail Traffic Control. An obvious choice would be to change and grow the rail infrastructure within the Netherlands. But growing the infrastructure would require a multi-billion Euro investment and may take too much time and space in urban areas. So to meet this growing demand, ProRail Traffic Control needs to invest in technologies that make it possible to automate and digitize large parts of the now manual traffic control process. This way the transportation capacity can be increased with the current infrastructure. This case study will focus on the strategic workforce challenges for the 700 Train Traffic Controllers and 150 operational planners whose jobs will change tremendously because of this. Where westand now In the past decades, the level of automation at ProRail Traffic Control has increased. At the moment, the train schedule runs automatically if it fits into the pre-planned train schedule. However, the core of technology like signalling and safety systems has not had a fundamental upgrade in decades. When the trains run as scheduled, the system requires minimal intervention by operators. But in case of a disruption, a lot of manual actions are required of the operators. This means all workstations are manned for handling disruption and result in extremes in highs and lows in stress on the operators.The national Operational Control Centre Rail Planning for the future To achieve the projected capacity growth for the Traffic Control business unit, management and experts from the technical staff developed a 10-year vision on the required changes together with IT and the scheduling department. As the means of digitizing the traffic control process is central to this vision, it was dubbed ‘Digital Vision’. Digital Vision noted the following: 1. Business continuity: All workstations must be manned by a certified employee at all times, so 24/7. 2. Re-schooling: European governments and national train management companies decided to unify the technology of train safety management to a European standard (ERTMS ). This will require a re-schooling of large numbers of people. 3. Turnover: Due to the digitization of processes the number of employees required will need to be reduced by 10%. However, it is anticipated that 30% of the workforce will be lost to retirement over the next 5 to 10 years. However, recruitment must take into consideration the specific competencies required for Train Service Managers as noted in the figure below.Key Profile Traits for Train Service Managers 4. Capacity growth without rising costs. The major driver for the Digital Vision was enabling the required capacity growth without rising costs. For the last 5 years ProRail has only been able to breakeven and in order to fund the Digital Vision has acquired a loan of 500 million Euro. 5. Trade Dispute: The union representing the Train Operators and Traffic Controllers demand an increase in vacation days from 11 standard working days (Monday to Friday) to 15 working days and an increase in salary by 8%. The last increase was in 2019 of 5%.Assignment requirements: The Netherlands is ranked the sixth in the world in terms of the quality of railroad infrastructure. However, in order to prepare for the future, the currently existing infrastructure needs a 30% increase in capacity and tremendous changes in the current workforce. ProRail Traffic Control hired you team to assist in drafting a strategic workforce plan that will help it achieve its objectives. In the first phase of the plan, the team is required to discuss the recruitment and selection strategies that ProRail Traffic Control should implement to address the anticipated turnover as well as obtain persons with competencies for the role of Train Service Managers. Ensure the recommended recruitment and selection strategies align with the organizational goals of achieving capacity growth and managing costs. Consider the impact of digitization and automation on the required skill sets and the implications for attracting talent in a competitive labor market.
The Dutch Railway system processes 1.3 million passengers and more than a million tons of
cargo daily with high reliability and safety and a low CO2 profile. In the coming 10 years, the
daily number of trains will need to grow 30% to enable train operators to deliver on the
growing demand for Passenger and Cargo traffic. This is a major challenge for the Dutch
Railway infrastructure manager, ProRail Traffic Control.
An obvious choice would be to change and grow the rail infrastructure within the
Netherlands. But growing the infrastructure would require a multi-billion Euro investment
and may take too much time and space in urban areas. So to meet this growing demand,
ProRail Traffic Control needs to invest in technologies that make it possible to automate and
digitize large parts of the now manual traffic control process. This way the transportation
capacity can be increased with the current infrastructure. This case study will focus on the
strategic workforce challenges for the 700 Train Traffic Controllers and 150 operational
planners whose jobs will change tremendously because of this.
Where westand now
In the past decades, the level of automation at ProRail Traffic Control has increased. At the
moment, the train schedule runs automatically if it fits into the pre-planned train schedule.
However, the core of technology like signalling and safety systems has not had a
fundamental upgrade in decades.
When the trains run as scheduled, the system requires minimal intervention by operators.
But in case of a disruption, a lot of manual actions are required of the operators. This means
all workstations are manned for handling disruption and result in extremes in highs and lows
in stress on the operators.
The national Operational Control Centre Rail
Planning for the future
To achieve the projected capacity growth for the Traffic Control business unit, management
and experts from the technical staff developed a 10-year vision on the required changes
together with IT and the
control process is central to this vision, it was dubbed ‘Digital Vision’.
Digital Vision noted the following:
1. Business continuity: All workstations must be manned by a certified employee at all
times, so 24/7.
2. Re-schooling: European governments and national train management companies
decided to unify the technology of train safety management to a European
standard
(ERTMS
). This will require a re-schooling of large numbers of people.
3. Turnover: Due to the digitization of processes the number of employees required will
need to be reduced by 10%. However, it is anticipated that 30% of the workforce will be
lost to retirement over the next 5 to 10 years. However, recruitment must take into
consideration the specific competencies required for Train
the figure below.
Key Profile Traits for Train Service Managers
4. Capacity growth without rising costs. The major driver for the Digital Vision was
enabling the required capacity growth without rising costs. For the last 5 years ProRail
has only been able to breakeven and in order to fund the Digital Vision has acquired a
loan of 500 million Euro.
5. Trade Dispute: The union representing the Train Operators and Traffic Controllers
demand an increase in vacation days from 11 standard working days (Monday to Friday)
to 15 working days and an increase in salary by 8%. The last increase was in 2019 of 5%.
Assignment requirements:
The Netherlands is ranked the sixth in the world in terms of the quality of railroad
infrastructure. However, in order to prepare for the future, the currently existing
infrastructure needs a 30% increase in capacity and tremendous changes in the current
workforce.
ProRail Traffic Control hired you team to assist in drafting a strategic workforce plan
that will help it achieve its objectives. In the first phase of the plan, the team is
required to discuss the recruitment and selection strategies that ProRail Traffic
Control should implement to address the anticipated turnover as well as obtain
persons with competencies for the role of Train Service Managers. Ensure the
recommended recruitment and selection strategies align with the organizational
goals of achieving capacity growth and managing costs. Consider the impact of
digitization and automation on the required skill sets and the implications for
attracting talent in a competitive labor market.
AI-generated content may present inaccurate or offensive content that does not represent bartleby’s views.
Unlock instant AI solutions
Tap the button
to generate a solution
