Permanent Staff studies were pioneered by an American Engineer called Frederick Winslow Taylor in 1880’s while he was conducting research on ways to increase workforce efficiency. Not only did research on the time it takes for a certain task to be completed at a certain performance level, but also he evaluated on business performance methods. According to his studies, there is only one best way to do a job and that way must found and implemented. In today’s world, companies try to increase their effectivities and efficiencies with this manner. Companies become more effective as they get closer to the goal they set and more efficient when they use fewer resources reaching this goal. This notion gives birth to permanent staff philosophy that means “reaching a goal with minimal human capital”.
The goal of permanent staff studies is to determine a company’s need for human capital and make sure that they have the needed qualities and quantities, in order to deliver an expected service on time and at expected quality.
Having more employees than permanent staff has negative impacts on a company. Besides financial aspects, these problems range to workforce inefficiency, title inflations and a lack of employees with necessary qualities. Furthermore, since permanent staff studies determine personal qualities as well, functions can place people according to their and experiences and talents and determine the contents of employee training programs more effectively.
When calculating the permanent staff, time studies (determining the time spent on activities and standard time calculations) and work measurement (observing employees at a random interval and determine the time spent on an activity) are conducted. Even though both of these methods are reliable, time studies are usually preferred as they are faster to conduct, cheaper and faster to take action towards them.
Besides all these, permanent staff analysis is accepted as a supportive tool to help companies follow their strategies and goals. For example for companies looking to grow or shrink, permanent staff analysis are made with these goals in mind and necessary actions are determined. Similarly, current applications and plans must be considered while determining activities for companies that want to invest in technology.
Quattro’s Approach to Determining Permanent Staff
- Identify role-based process activities and choosing an activity evaluation method
- Make employees fill the activity dictionary and conduct activity evaluations on the field according to the evaluation method
- Determine the standard times and deviations and the factors that result in different values; finding the possible improvement opportunities
- Determine the permanent staff on a unit basis according to goal activity plan, print count and activity times
- A holistic approach forms the perspectives of strategy, process, organization, and technology
- Besides determining the needed workforce of the target structure and permanent staff, identifying possible improvement opportunities