In many organisations, the size of the workforce and/or the staffing needs are calculated based on the personnel budgets from previous years. That is fine until the workload goes up, and the work pressure reaches breaking point. That in turn can lead to conflicts between the management, employees and the works council.
For many employers it is difficult to accurately predict what the size of the (future) workload will be, and thus to accurately plan the appropriate staffing capacity. Our consultants can determine the size of the workload and the associated staffing requirements in an objective way in only two steps.
Step 1: Determine subjective and objective measurements
This includes, for example, mapping out the activities of the employees using subjective baseline measurements (e.g., questionnaires) and objective baseline measurements (multi-moment data collection). The future workload is calculated using simulations modelled with data from practical experience and/or historical data and projections.
Step 2: Calculate the size of the workload
The following step is to calculate the size of the workforce that will be needed to handle the workload. This will depend on the capacity requirements and other critical factors.
Flexibility: both a strength as well as a weakness for FloraHolland
The FloraHolland flower auction plays a pivotal role within the international ornamental plant sector: as a matchmaker, as an intermediary, and as a knowledge centre. The logistical processes of FloraHolland are very dynamic in nature, and it is an enormous challenge to make sure the right people are working in the right place at the right time, 24 hours a day.