Qualitative and quantitative staffing requirements

instagram viewer

With the personnel requirement planning, companies determine how many workers they need when and where with which qualifications. A distinction is made between qualitative and quantitative personnel planning.

With quantitative and qualitative personnel requirement planning you avoid personnel bottlenecks.
With quantitative and qualitative personnel requirement planning you avoid personnel bottlenecks.

The main difference between qualitative and quantitative staffing requirements is that with quantitative planning you can reduce the number of Determine the employees required in the future and use qualitative planning to describe the knowledge and skills these employees have should.

"Job bundle" - preparation of the personnel requirement planning

  • Before you can start with quantitative and qualitative personnel requirements planning, you must first set up so-called "job bundles". In these "job bundles" you summarize the job and requirement profile of the vacant positions.
  • With the help of two analysis steps you work out the "job bundles". First you define the current situation, i.e. which tasks are currently to be carried out in the "job bundles". Analyze the consequences that occurred due to bad or non-fulfillment.
  • In the second step you examine which future key tasks a "job bundle" should include. Only then can you specifically determine your personnel requirements.

Quantitative need - this is how you determine it

  • First of all, you determine your future gross personnel requirements and workforce in order to calculate your net requirements. The gross requirement is understood to be the deployment and reserve requirements. The deployment requirement is the need for staff that you need to complete the tasks. The reserve requirement refers to failures due to absenteeism (e. B. Disease or vacation) enter.
  • Calculate net personnel requirements - this is how it works

    Personnel requirements calculation is primarily about the future ...

  • You can only estimate the future workforce. Take into account, for example, the fluctuation in your company, upcoming retirements, but also future new hires.
  • Finally, calculate your staffing needs using the following formula: future gross need - future staffing level = net need.
  • If the net requirement is greater than zero, then there is a need for recruitment. So you have to hire new employees. However, if the net demand is less than zero, you have an excess. As a result, you have to lay off employees.
  • As you can see, quantitative planning is all about headcount. The qualifications and knowledge of your employees are obsolete. These play a major role in quantitative planning.

Qualitative staffing requirements - this is how you proceed

  • With the qualitative personnel requirement planning, you facilitate the timely recruitment of new and qualified employees and have a better view of personnel development.
  • You determine the qualitative requirements in three steps: First, you determine the services that future employees should provide. Then you determine the requirement profile, which results directly from the future services. Finally, you derive the qualifications that are required to meet the requirement profile.
  • On the basis of this, you can now search for suitable employees on the job market.

With quantitative and qualitative personnel requirement planning, you avoid personnel bottlenecks or - surpluses and keep personnel costs as low as possible.

How helpful do you find this article?

click fraud protection