Increasing the flexibility of production systems is one central paradigm of Industry 4.0, wherein the optimization focus was only on the technical side until now. The human side is hardly noticed. Since people will remain a key factor in future production systems, there also should be an effort to organizational modifications for the workforce. In the context of decentralized production controls, classical methods of workforce rostering no longer seem adequate as they are based on previously prepared and detailed baseline production schedules, which are unavailable in distributed control systems. As a result, there is little exact information about the required demand for workforce capacity. A dilemma of workforce rostering and scheduling, hence, arises. Moreover, the rigid supply of workforce capacity by shift systems does not fit with the idea of flexibility. In addition, changing values in society (New Work culture) and changed working conditions (Work 4.0) transform the rostering conditions from the employee side, too. They strive for a human-centric rostering process with more self-determination to improve the work-life balance. Furthermore, a central answer to the different evolving questions can be seen in individual flexible working time arrangements and modern work models—completely independent of rigid shift systems but also feasible for the production personnel.