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Analytical Model Used to Determine Numbers and Types of Staff
David Wilson, Manager, Canada
Does your organization use an organizational model where position ratios are predetermined by the number of FTE (Full Time Equivalents) and job types?
As an example: ten front-line workers require one supervisor, plus one secretary; every 10 front-line teams requires one manager, one senior secretary, one finance position, and one HR position?
In one large organization, this approach was called a "consolidated administrative position" or "CAP" Model. The number of front line workers was determined by the number of clients. This approach seemed useful and appeared to be very logical.
Does your organization use a similar concept? If not, how does your organization determine the number and types of staff in the different work units? Is this type of tool useful for an organization to consider? What concerns would you have?
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Full Time StaffDammike Kobbekaduwe, HR Consultant, Sri Lanka Dear David, I'm from the plantations industry of Sri Lanka. Usually the labour component is about 70% of the total cost of production. We do have such an arrangement and is called CADRE SET. |
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Cadre Setting or StaffingDammike Kobbekaduwe, HR Consultant, Sri Lanka In our case, manual labour output per day should be equal to cutting and removing 100 cubic feet per day. One supervisor can typically look after 6-7 staff grade employees and 25 manual grade employees. |
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