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Workload Analysis

Workload Analysis is a methodology used to assess the time, effort, and resources needed for departmental operations, helping to identify human resource needs in quality and quantity. It aims to ensure the right number of employees with the appropriate skills are in place to achieve organizational goals effectively. The analysis involves determining position levels, estimating available working time, and making necessary adjustments to staffing based on identified needs.

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8 views2 pages

Workload Analysis

Workload Analysis is a methodology used to assess the time, effort, and resources needed for departmental operations, helping to identify human resource needs in quality and quantity. It aims to ensure the right number of employees with the appropriate skills are in place to achieve organizational goals effectively. The analysis involves determining position levels, estimating available working time, and making necessary adjustments to staffing based on identified needs.

Uploaded by

dotnet007
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We take content rights seriously. If you suspect this is your content, claim it here.
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Workload Analysis ...

An
Essential Planning Element
What is Workload Analysis?

Workload Analysis is a methodology to determine the time, effort and resources


necessary to carry out the department’s operations, resulting in identifying the
organization’s actual needs of human resources both in terms of quality and quantity, and
develop these resources to achieve the goals and strategies that the organization wants to
achieve in the various work sites.

Why Workload Analysis?

 Identifying the actual needs of human resources both in terms of quality and
quantity in the short term and long term.
 Identifying the current and future training needs, which facilitate designing training
programs according to actual needs.
 Maintaining the appropriate number of employees in the work system, to ensure not
to prevent or delay executing tasks.

The goal of workload analysis as a part of human resource management is to have:

 The right number of people


 With the right skills
 In the right place
 At the right time
 With the right attitude
 Doing the right work
 At the right cost
 With the right work output.

How to analyze work load?

1. Determine the position level.


2. Estimating available working time.
3. Determine work load components.
4. Setting activity standards.
5. Establishing standard workload.
6. Determine the staff requirement.
7. Analyzing and interpreting results.
Corrective actions:

Two scenarios require the organization to take the appropriate corrective actions, as
follows:

1. If there is a need to increase the division’s employees, this lack is compensated by


internally transferring the employees or redistributing them between the different
divisions as needed (redistribution of tasks). The organization may have to resort to
external recruitment.
2. If there is a surplus in the number of employees in the same division, they can be
redistributed to other vacant positions in the organization, taking into account the
job requirements necessary to carry out the tasks that will be distributed to
employees.

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