NEW PATTERNS IN SCHEDULING WORKING TIME Lecturer PhD Claudiu George BOCEAN Associate professor PhD Cătălina Soriana SITNIKOV University of Craiova Abstract: Flexible work arrangements should focus on providing employees with more options for when and how they do their work. Organizations can provide a suite of flexible options to enable employees to choose the arrangements that best balance their work with family and lifestyle preferences. In this paper we intended to investigate the flexibilization process of working time determined by the new trends of work organization. For this purpose, the various aspects of woking time in a company were analyzed in connection with the employee’s life cycle. Keywords: flexible work time, time preference, work arrangements Introduction Creating more flexible work arrangements is one way to better attract and retain talented leaders and managers. Balancing work and personal life has become a pressing challenge in society today, and the ability to create work schedules that accommodate this challenge is an extremely attractive proposition for potential employees. Organizational policies on flexible work cannot be fully effective without real support and commitment from management in implementing and applying these policies. Managers need to encourage and actively support the use of flexible arrangements, and organizations need to actively support managers in making flexible working arrangements part of the normal operating environment. Managers need to be provided with appropriate resources, training and time to appropriately assess all requests for changes in work arrangements. Some adjustments to work organization may be necessary, such as arrangements meetings when all staff can attend. Flexible work arrangements should be available for all employees in the organization, at all levels including management. Flexible work arrangements for senior positions are also important in retaining mature age employees in the workforce and reducing potential loss of organizational experience and skills, by providing alternatives to retirement. (Bryman, 1987) Approaching arrangements working time and measures of human resource management in companies in a life course perspective of employees it is necessary coordinating the study on three different levels. From the perspective of employees, activities in a certain phase of their life must reconcile paid work performed for the employer with other social activities and family at the time. It may be called the first level of synchronization. In this synchronization should be considered a number of factors acting at the individual level: age, education, family background, interests. Klammer et all (2007) emphasis that from the life course perspective of the employee may notice a number of diachronizations between the various phases through which an employee passes, given that an individual's situation is not stable and could change. In this diachronization has to be considered a number of factors acting at the individual level: the completion of a program of study or training with the conduct of work, marriage, and birth of