IDENTIFY WITH KEY INDICATORS YOUR OPTIMAL PERSONNEL STRUCTURE
Companies are permanently faced with the major challenge of optimally adjusting personnel levels to market volatility, resulting in constantly shifting personnel requirements. And in the process, they naturally have to take a myriad of employee-specific rules, company specifications and statutory regulations into account. Creating a balanced personnel structure is one central success factor in finding the ideal solution to meet personnel requirements. This includes establishing the optimum number of full-time, part-time and temporary staff with different availabilities, working time models and qualifications. Per facilities, departments and sections. After all, this is the only way to meet peaks in orders and demand in an entirely cost-effective, service-oriented manner, while securing competitive strengths at the same time.
ATOSS PERSONNEL STRUCTURE OPTIMIZATION PURSUES PRECISELY THIS OBJECTIVE BY ANSWERING THE FOLLOWING QUESTIONS
- What is the optimum personnel structure for a new location, area or a new department?
- What is the optimum personnel structure for existing locations, sections or departments, and how can the current personnel structure be best adapted to achieve this optimum?
A wide variety of personnel structures are automatically and independently simulated by specifying possible employee contract models, different absentee rates and the personnel requirements expected for each qualification. These scenarios are compared by means of freely definable indicators and rules, including assurance of legal compliance, divergence from personnel requirements or ensuing personnel costs. The result delivers a fast foundation for selecting the optimum personnel structure. Once this has been defined, specific value-adding measures can be initiated such as supplying the recruitment department with the desired employee profiles for a new location, or producing an action plan to change a facility from its current personnel structure to the desired structure.
BENEFITS AND EFFECTS OF PERSONNEL STRUCTURE OPTIMIZATION
- Transparency on the expected personnel requirements
- Incorporation of the personnel requirements expected from existing locations, departments and sections as a template for new units to be opened
- Definition of possible employee profiles for a personnel structure comparison
- Flexible evaluation of the various personnel structure alternatives
- Creation of an optimum personnel mix for new facilities, departments and sections
- Value-adding development of personnel structure
- Efficient, targeted supply of the employee profiles needed to the recruitment department
- Greater cost efficiency and service orientation
- Securing competitive strength