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Getting Results for Our Clients
Click on one or more of the case study
links above or scroll on down to find out how Olsten has helped our clients get results!
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Case Study 1
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A major financial services company was spending $12 million annually and processing over 100 monthly invoices for temporary staffing. The company's objectives were to reduce the number of staffing suppliers, and the cost of temporary staffing, while improving the staffing processes. The client consolidated its staffing suppliers and asked Olsten to customize our Partnership Program services to reduce costs and improve quality.
OLSTEN SOLUTION
We established an on-site staffing Partnership Program and a one-call order placement process. To enhance the client's control over the organization's use of temporary staff, we implemented a requisition process which included approval by a select number of authorized managers. To improve the quality of assignment employees, we implemented a targeted recruiting program, profiled each user department and provided customized word processing training. We also put in place standardized quality assurance procedures and an affiliate supplier management program.
RESULTS
 | Reduced temporary staffing expenditures from $12 million to $4 million in the first year.
| | The client now monitors temporary staff usage and expenditures through weekly and monthly management reports provided by Olsten.
| | Reduced number of staffing suppliers from over 100 to Olsten with specialty associate providers.
| | The client now processes one consolidated, EDI invoice rather than 100 paper invoices.
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Case Study 2
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An apparel industry distribution center receives branded apparel produced around the world for distribution to retail customers throughout North America. The facility uses a flexible staffing approach to keep fixed costs at a minimum and to manage fluctuations in demand. A temporary workforce performs the receiving, rackloading, forklift, selecting, packing and shipping functions.
As the local labor market tightened, the client started experiencing high turnover in the temporary workforce. During that same year, management made a number of material handling enhancements to help reduce cycle time and cost-per-unit. However, the investments made in automating the facility did not yield the desired results because of the high turnover the client was experiencing in its temporary workforce. Management decided to consolidate its staffing suppliers and partnered with Olsten.
OLSTEN SOLUTION
We established an on-site office with an Olsten manager to oversee the entire process. After "working the floor" themselves, Olsten's on-site managers now provide training, supervision and counseling to our assignment employees and participate in the client's operational meetings. To help reduce turnover, we customized selection, screening and evaluation and put in place pre-assignment "real-world" orientations and tours. We also set up quality assurance and employee recognition and reward programs.
RESULTS
| Turnover was reduced from 60% to 5% over a 45-day period.
| | Cost per unit dropped by 25% over a four-month period.
| | The client's operations managers have more time to focus on strategic issues.
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Case Study 3
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A JIT manufacturing facility with annual sales of over $30 million, relies on temporary staffing for 90% of its direct labor workers. Their production schedule is volatile, with frequent peaks and valleys. To remain competitive, they needed to reduce their defect and scrap rate and improve plant efficiency. Quality improvements were difficult to implement due to high supplemental worker turnover. This client decided to consolidate their supplier base and selected Olsten as their staffing partner to gain greater control over the quality and productivity of their supplemental workforce.
OLSTEN SOLUTION
We established an on-site staffing Partnership Program. To improve the quality of assignment employees, we developed customized recruitment, orientation and training programs, created a video to help them understand the company and the job they would be performing, instituted a career path for growth, established formal employee recognition and reward programs to build morale and retention, and provided English as a second language (ESL) classes for the primarily Hispanic flexible workforce. We also created the Olsten alliance, an eight-company consortium in the Denver area that draws on a shared pool of 200 workers provided by Olsten. This alliance helps member companies manage peaks and valleys in their production schedules by enabling Olsten to rotate assignment employees among the eight companies as needed.
RESULTS
| Temporary staff turnover reduced from 300% per month to less than 10%.
| | Reject rate reduced from 10% to 1%.
| | Scrap rate reduced from 7-8% to 5%.
| | Plant efficiency raised from 90% to nearly 98%.
| | Now able to handle a 20% increase in business within a week.
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To learn more about how Olsten Partnership
Program services will help you improve your
flexible staffing program, contact your
local Olsten office
or send us an
e-mail.
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