Creating part-time jobs in any organization can be as easy as reviewing the job description. Look at the duties and responsibilities. Each of the duties is part of a whole job and can be reformatted into smaller tasks to create two or three part-time jobs.
For example, an inventory control clerk pulls invoices and enters date into an inventory control system. The clerk may also verify clerical data from the system to the physical count. Preparing reports and listing depleted items may also be part of the full-time job. Now, let’s say you’d like to create two part-time jobs. Try using one clerk to pull invoices, enter data and prepare reports and one to compare the clerical data to the physical count and list depleted items. You now have two part-time jobs. Of course, creating part-time jobs from a full-time job is only one way to create a part-time workforce.
In setting up your organization or reviewing your staffing needs, check to see whether a position can be filled by a part-timer before you conclude that you require a full-time person to handle the work. Examine the work that needs to be done. Determine how long a fully proficient worker would take to perform the tasks. Many times, workers will stretch a number of small tasks into an 8 hour workday, thereby making a part-time job a full-time one. Consider compressing the tasks, redistributing some of the work to another who may need additional assignments, or creating a second part-time job. Look at all of these options before placing that ad for a full-time employee. Oftentimes, a part-time employee will do.
In either case, use good job analysis to get started. Beginning with the first task and moving through the processes in a logical path, see where there’s a natural break in the work flow. Which parts can be considered a natural cluster? Which steps require the same skill sets? Do they need to be performed sequentially? Your time spent up-front in doing the analysis will be well worth the effort. Let the hours fit the job and determine whether it is a full-time or part-time job.
There are many benefits to utilizing part-time employees as part of the overall human resource strategy within your organization. Your labor pool may include students, retirees, and independent minded people who need the flexibility of part-time work. You may also find that more work gets done when there’s a compressed schedule.
Choosing the part-time option is an effective approach to staffing solutions.