Staff allocation, not just a production matter

The benefits of controlled assignment are manifold and concern many different people working in the company

Guaranteeing good organisation of assignment to work places according to principles of fairness, to contribute to peace in the company.Guaranteeing respect for the legal framework: work time, organisation of legal training and of safety.Encouraging the use of internal resources and sharing resources between plant area.Having assignment and training statistics for the works committee, etc.

The challenges faced by the factory manager, taken on by PeopleForce

  • Guaranteeing good organisation of assignment to work places according to principles of fairness, to contribute to peace in the company.
  • Guaranteeing respect for the legal framework: work time, organisation of legal training and of safety.
  • Encouraging the use of internal resources and sharing resources between plant area.
  • Having assignment and training statistics for the works committee, etc.
Making the best use of staff skills.Increasing multiplicity of skills: developing the staff skills for greater flexibility and performance in work posts.Anticipating training sessions and appointments in order to have the necessary skills in the high season.Reducing the risk when the scheduling manager is absent.Contributing to the prevention of musculoskeletal disorders (MSD).

The challenges faced by production manager, taken on by PeopleForce

  • Making the best use of staff skills.
  • Increasing multiplicity of skills: developing the staff skills for greater flexibility and performance in work posts.
  • Anticipating training sessions and appointments in order to have the necessary skills in the high season.
  • Reducing the risk when the scheduling manager is absent.
  • Contributing to the prevention of musculoskeletal disorders (MSD).
Scheduling staff assignments quickly and easily on a weekly basis.Reducing the risk of error.Validating leave requests based on production requirements..Anticipating holidays and high-production periods in order to have competent replacements available.Coordinating organisation of training with production requirements.Saving time that could be spent on tasks with higher added value.

The challenges faced by the staff scheduling manager, taken on by PeopleForce

  • Scheduling staff assignments quickly and easily on a weekly basis.
  • Reducing the risk of error.
  • Validating leave requests based on production requirements..
  • Anticipating holidays and high-production periods in order to have competent replacements available.
  • Coordinating organisation of training with production requirements.
  • Saving time that could be spent on tasks with higher added value.
Having accurate data, assignment statistics, meters etc. to make personal appraisals and negotiations with staff representatives objective.Meeting needs for temporary staff and introducing a loyalty strategy.Ensuring that training needs are met : group standards, safety training, legal training, return from sickness etc.Ensuring that training is properly coordinated with production according to individual training plans.

The challenges faced by the human resources manager, taken on by PeopleForce

  • Having accurate data, assignment statistics, meters etc. to make personal appraisals and negotiations with staff representatives objective.
  • Meeting needs for temporary staff and introducing a loyalty strategy.
  • Ensuring that training needs are met : group standards, safety training, legal training, return from sickness etc.
  • Ensuring that training is properly coordinated with production according to individual training plans.
Ensuring respect of labour budgeting standards.Analysing hours allocated according to budgetary breakdown, based on production volumes.Optimising use of internal resources and reducing use of temporary staff.Anticipating and monitoring use of temporary staff according to budgets allocated.

The challenges faced by management control, taken on by PeopleForce

  • Ensuring respect of labour budgeting standards.
  • Analysing hours allocated according to budgetary breakdown, based on production volumes.
  • Optimising use of internal resources and reducing use of temporary staff.
  • Anticipating and monitoring use of temporary staff according to budgets allocated.
Obtaining details of training needs easily.Managing the staff development plan with immediate superiors.Carrying out and adapting the training plan throughout the year.Organising training in coordination with production requirements.Keeping a training history.

The challenges faced by the training manager, taken on by PeopleForce

  • Obtaining details of training needs easily.
  • Managing the staff development plan with immediate superiors.
  • Carrying out and adapting the training plan throughout the year.
  • Organising training in coordination with production requirements.
  • Keeping a training history.
Keeping an up-to-date skills matrix for audits.Keeping track of in-job training and certification.

The challenges faced by the quality manager, taken on by PeopleForce

  • Keeping an up-to-date skills matrix for audits.
  • Keeping track of in-job training and certification.