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CASE STUDY
InteractiveManpower Planning & Outsourcing Decision Model
Every position costed with its country's allowances and benefits, plus an in-house, hybrid or outsourced comparison for six finance roles.
Business challenge
A multi-country services group needed a reliable cost per position, including allowances and end-of-service benefits, and a fact-based answer on whether to outsource part of its finance team.
Outcome
Management sees what each person really costs and what outsourcing would save. In the base case, fully outsourcing the six roles adds about $0.38m a year to EBITDA and pays back in about seven months.
Overview
A position-level manpower model for a facilities-services group with about 150 staff in four countries. Each position carries its country's pay structure (basic salary, housing, transport and other allowances, social insurance, medical and visa costs, leave and end-of-service benefits), its start and end dates and its department. Site contracts set the workload. The model compares keeping six finance roles in-house with a hybrid or fully outsourced service, and links payroll, accruals and benefits into a monthly income statement, balance sheet and cash flow. Planning sheets add attrition backfills and recruitment cost, test overtime against hiring to close workload gaps, and compare the four countries side by side. How to use this model: On the Dashboard sheet, choose the operating case in cell D5, the sourcing option in I5 (In-house, Hybrid or Outsourced), the country in N5 and the year in D7; six charts and a management summary follow; on Hiring & attrition, follow opening and closing positions, planned hires, attrition backfills and recruitment cost; on Capacity & overtime, see whether overtime or hiring closes the workload gap more cheaply; on Country comparison, set the four countries side by side on cost per FTE, employer costs, end-of-service cost and attrition, and on Outsourcing compare in-house, hybrid and outsourced cost for six finance roles; positions sit on the Positions sheet and pay and benefit rules by country on the Country rules sheet.
Approach
A position register applies each country's pay and benefit rules month by month, links headcount to site contracts and accrues leave and end-of-service benefits. A sourcing layer swaps in-house cost for provider fees and transition cost under the chosen option, and everything flows into the three statements with reconciliation checks.
Capabilities
Skills
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