the art & science of flexible staffing
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THE WEBINAR WILL BE BEGINNING SHORTLYTHE WEBINAR WILL BE BEGINNING SHORTLY
The Art & Science of Flexible Staffing
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About Our Presenter
Sian Dawson
Regional Manager – Eastern Canada
• 20 years of global HR Experience
• Strong focus on flexible staffing
• Strategic advisor to HR Managers on flexible staffing
Types of Flexible Staffing
• Temporary Staffing
• Contingency Staffing
• Flexible Staffing
Temporary Staffing
Traditionally, short-term workers were brought in to meet an immediate staffing need such as vacations, illness, maternity
coverage etc.
Contingent Staffing
Hiring of staff for longer durations and to meet more strategic business needs
Includes consultants, contractors, freelancers, or temporary staff
Contingent Workers fall into 3 Categories:The Traditional Temporary Workers The Transitional WorkersThe Long-Term Workers
Flexible Staffing
Staffing is a strategic business concept
– Having analyzed workload to workforce
– Allowing “Just in Time” labor and business staffing flexibility
Would You……
Order more or less raw materials than you needed for production?
So why do we do this with our workforce?
Flexible Staffing
How do you ensure your flexible staffing will meet your staffing and business needs?
Consider the Following
• Are you forced to let go of top performing employees during slow periods?
• Do you know the real cost of employing and training contingency staffing at each peak period?
• Does the introduction of new contingency staffing during peak periods distract managers and existing employees?
Adopt the 3-Step Approach to Achieving True Flexible Staffing
1. Understand who are the core pivotal workers in your current workforce.
2. Measure and record your workload and your staff hours.
3. Staff to achieve an ‘optimal’ headcount. Manage your workforce to align with your workload.
Step 1 – Understand your Workforce
Who are Your Pivotal Permanent Workers?
Step 1 – Understand your Workforce
Who are Your Valued Performers?
Step 1 – Understand your Workforce
Evaluating Individual Productivity
Step 2 – Workload to Workforce
Measure the Workload and Staff Hours
Workloads:
Use the basic labor productivity ratio to measure workloads in labor hours:
Productivity Output e.g. claims / labour hour
Input loads / labour hour
payments / labour hour
widgets produced / labour hour
For example if the workload out put requirement is 1000 claims @ 5 claims per hour
(anticipated productivity) then staff hours required is 200 hours.
Step 2 – Workload to Workforce
Measure the Workload and Staff Hours
Step 3 – Staff for Optimal Headcount
• Over and under staffing directly affects your bottom line
• Workload fluctuations cause poor productivity:
Over worked – low productivity
Under worked – low productivity
• How do you achieve the Optimal Headcount?
Workload to Workforce
Step 3 – Staff for Optimal Headcount
Step 3 – Staff for Optimal Headcount
Strategically plan your flexible staffing
• Cost Saving
• Market Flexibility
• Infusion of specific expertise on an interim basis
• A method of trying out potential new employees
Strategically plan your flexible staffing
Measure Your ROI:
• Cost of rapidly staffing up
• Scheduling
• Flexibility of Business Commitments
– Productivity Savings
– Statutory compliance costs
The Benefits of a True Flexible Staffing Approach:
1. Increased return on investment in staff achieved by aligning staff numbers to workload
2. Increased flexibility to respond to changes in the marketplace achieved by quick access to specific expertise for defined periods of time.
3. Informed decision making capability to changes staff levels based on financial impact.
4. The decision to adopt this approach can also be assessed on the most likely net benefit before any significant investment is made.
In Summary
1. Understand who your core pivotal workers are.
2. Measure your workload in hours using an achievable productivity rate.
3. Determine the optimal perm staff level and make appropriate changes to permanent staff levels also considering qualitative factors.
4. Staff up to the workload peaks with flexible staff.
5. Identify and eliminate the causes that led to staffing above your workload in the past.
6. Measure and start again – continuously improve the productivity rate.
Contact Information
Sian DawsonRegional Manager – Eastern Canada
Drake [email protected]
613.938.4777
Jay RosalesDrake International
416.216.1070 (Direct)
Special Offer
We are pleased to offer you a FREE consultation on your organization’s workforce level.
•No Obligation
•Strictly Confidential
Contact Sian to take advantage of this exclusive offer!
March 8th, 2012, 12:00 pm EDT to 12:30 pm EDT
LMS Selection and Implementation for Associations
>> Presented by David Dineen, Manager, Talent Management Solutions, Drake International
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