Job Requirement

“We need an additional employee”… a request worth considering, but where do we start?

In consulting work, we begin by understanding what creates work pressure within management:

▪️ Has the volume of tasks really increased?

▪️ Is work repeated due to errors or unclear instructions?

▪️ Do you enter the same data into more than one file and system?

▪️ Are applications piling up waiting for a single approval?

▪️ Are tasks distributed fairly, or are they concentrated among a specific employee?

Before hiring, keep track of a sample of tasks for a week: record the time they were completed, the time they were waited for, the number of times they were returned, and the reason for the delay.

This review helps you determine the appropriate intervention: hiring additional competence, redistributing work, simplifying a procedure, or delegating authority.

When the need becomes clear, the hiring decision becomes more precise: you know why you are hiring, what the role is required, and what the expected outcome is

At Modern, we link workforce planning to work analysis, procedures and roles, to build a job need that can be justified and its impact measured.

When a department asks for a new employee, what information does it rely on to make the decision?