Table 2 Employment management and... | Emerald Publishing

Table 2

Employment management and labour-cost control at the LIBA Hotel before and after ADAPTA

Dimension	Before ADAPTA: extreme-flexibility regime	With ADAPTA: consolidated labour-cost planning and control system
Predominant employment logic	Mainly numerical adjustment through temporary contracts and part-time work, with high turnover and strong seasonality	Maintenance of numerical flexibility, but with increasing incorporation of permanent and discontinuous permanent contracts supported by equivalent-person planning by department and day
Workforce planning	Manual planning based on middle managers' experience and historical occupancy information	Systematic planning based on bookings, standard staffing ratios and productivity indicators embedded in ADAPTA
Labour-cost control	Mainly ex post control through budgets and aggregate accounting monitoring of personnel costs	Near real-time control via “traffic lights” comparing equivalent persons with cost thresholds defined by the chain
Middle-management discretion	Broad scope to decide staffing levels and shift allocation within general budget limits	Reduced discretion: staffing requests that deviate from standard ratios must be justified and are subject to oversight
Role of the corporate HR department	Function focused on personnel administration and general application of flexibility policies shaped by the sectoral context	Function as institutional entrepreneur designing, promoting and supervising ADAPTA as a management control system for labour costs and for homogenising staffing criteria
Potential for transition towards regulated stability	Intensive use of temporariness and part-time work, with a weak informational basis for redesigning stable employment combinations	Availability of systematised data on occupancy, workloads and equivalent persons that can be reused to plan more sustainable combinations of permanent and discontinuous permanent employment after the 2021 reform

Dimension	Before ADAPTA: extreme-flexibility regime	With ADAPTA: consolidated labour-cost planning and control system
Predominant employment logic	Mainly numerical adjustment through temporary contracts and part-time work, with high turnover and strong seasonality	Maintenance of numerical flexibility, but with increasing incorporation of permanent and discontinuous permanent contracts supported by equivalent-person planning by department and day
Workforce planning	Manual planning based on middle managers' experience and historical occupancy information	Systematic planning based on bookings, standard staffing ratios and productivity indicators embedded in ADAPTA
Labour-cost control	Mainly ex post control through budgets and aggregate accounting monitoring of personnel costs	Near real-time control via “traffic lights” comparing equivalent persons with cost thresholds defined by the chain
Middle-management discretion	Broad scope to decide staffing levels and shift allocation within general budget limits	Reduced discretion: staffing requests that deviate from standard ratios must be justified and are subject to oversight
Role of the corporate HR department	Function focused on personnel administration and general application of flexibility policies shaped by the sectoral context	Function as institutional entrepreneur designing, promoting and supervising ADAPTA as a management control system for labour costs and for homogenising staffing criteria
Potential for transition towards regulated stability	Intensive use of temporariness and part-time work, with a weak informational basis for redesigning stable employment combinations	Availability of systematised data on occupancy, workloads and equivalent persons that can be reused to plan more sustainable combinations of permanent and discontinuous permanent employment after the 2021 reform