Are your running costs regularly higher than you expect or are your outputs lower than expected?- Are your attrition rates higher than you anticipated?
- Do you regularly feel the need to hire additional staff and is “we’re under pressure” a common theme from your existing people?
- Can you at a glance see what your capacity (and optimal capacity) is at an overall business level along with an individual level?
- Do you feel that your teams are working in their own silos?
Often companies recognise these challenges in their business but can lack the skills or bandwidth to get to the root-cause.
We apply our expertise in Workforce & Capacity Planning to solve challenges like these for our clients and deliver significant operational and financial improvements.
Additionally, we bring our People and Change Management expertise to ensure the changes we implement are sustainable. That is, that these changes and results “stick” when we have left the field of play.
Every engagement is different but typically our work in this space involves:
Planning: Strategic long-term budget forecasts coupled with tactical short-term forecasts to enable future decisions regarding growth/sites/industry challenges and expected delivery against company financial targets.
Optimisation: Deep-dive analysis into how a particular areas or contract has been set up. What tools are being used? What processes are currently in place? How can this be optimised to reduce cost and/or increase output?
Workforce Management (WFM): Ensuring that both long- and short-term Forecasts/Demand Plans are accurate and are in-line with expectations. Designing capacity plans that will fit the needs of the contract leading into the overall business and ensuring the right level of staffing is in place at all times. This also involves working with Recruitment as robust capacity plans will ensure that your Recruitment team has advance warning of demand, leading to more effective recruitment and correct fit for the business needs.
Capacity Planning: Different parts of a business often they run in silos. Creating individual capacity plans which feed into an overall company-wide capacity plan provides a better view of company capacity and enables better, more informed decision—making about staffing levels. Clear capacity planning not only supports your business operationally but also provides that advance view to your Recruitment team, allowing for proactive rather than reactive hiring, which can often lead to higher attrition levels due to poor “fit”.
Forecasting: Ensuring our clients have the correct demand requirement in place can reduce waste, and/or prevent understaffing impacting on performance and KPIs.
Scheduling: Often staff are scheduled based on operational opening hours or because shift patterns are based on historical business requirements. Creating new/optimal shift rotations not only creates operational and financial efficiencies but also offers more flexibility to your people.
- Are your running costs regularly higher than you expect or are your outputs lower than expected?
- Are your attrition rates higher than you anticipated?
- Do you regularly feel the need to hire additional staff and is “we’re under pressure” a common theme from your existing people?
- Can you at a glance see what your capacity (and optimal capacity) is at an overall business level along with an individual level?
- Do you feel that your teams are working in their own silos?
Often companies recognise these challenges in their business but can lack the skills or bandwidth to get to the root-cause.
We apply our expertise in Workforce & Capacity Planning to solve challenges like these for our clients and deliver significant operational and financial improvements.
Additionally, we bring our People and Change Management expertise to ensure the changes we implement are sustainable. That is, that these changes and results “stick” when we have left the field of play.
Every engagement is different but typically our work in this space involves:
Planning: Strategic long-term budget forecasts coupled with tactical short-term forecasts to enable future decisions regarding growth/sites/industry challenges and expected delivery against company financial targets.
Optimisation: Deep-dive analysis into how a particular areas or contract has been set up. What tools are being used? What processes are currently in place? How can this be optimised to reduce cost and/or increase output?
Workforce Management (WFM): Ensuring that both long- and short-term Forecasts/Demand Plans are accurate and are in-line with expectations. Designing capacity plans that will fit the needs of the contract leading into the overall business and ensuring the right level of staffing is in place at all times. This also involves working with Recruitment as robust capacity plans will ensure that your Recruitment team has advance warning of demand, leading to more effective recruitment and correct fit for the business needs.
Capacity Planning: Different parts of a business often they run in silos. Creating individual capacity plans which feed into an overall company-wide capacity plan provides a better view of company capacity and enables better, more informed decision—making about staffing levels. Clear capacity planning not only supports your business operationally but also provides that advance view to your Recruitment team, allowing for proactive rather than reactive hiring, which can often lead to higher attrition levels due to poor “fit”.
Forecasting: Ensuring our clients have the correct demand requirement in place can reduce waste, and/or prevent understaffing impacting on performance and KPIs.
Scheduling: Often staff are scheduled based on operational opening hours or because shift patterns are based on historical business requirements. Creating new/optimal shift rotations not only creates operational and financial efficiencies but also offers more flexibility to your people.
