The aim of the work is evaluate the extent to which is possible to quantify the employments structure of a museum, in terms of skills, competencies and jobs, on the basis of information on main museum tangible/intangible & quantitative/qualitative characteristics. A quantitative approach based on a relatively simple methodology is defined, discussed and proposed as a work in progress towards real world applications. A more transparent and rational evaluation system of the occupational structure is a factor which should help matching labour demand and labour supply in the cultural sector more efficiently. Provided that labour demands expressed by cultural nstitutions derive largely from non use and public good elements of value, there is a striking necessity to integrate use and non use (fruition and conservation) objectives within the realm of labour demand. A quantitative rational methodology should be, rather than self sufficient, a support to other qualitative decisions on employment. Quantitative and qualitative procedures nevertheless should bear the same weights in the process of recruitment and allocation of human resources.
The need of a rational approach to employment decisions is more and more clear in public or privately managed cultural institutions, given the evolution towards more autonomous management systems which are allowed to take decisions on museum objectives, financial issues, and even employment dynamics. The paper shows that a quantitative
based approach is feasible and plausible, provided that qualitative information is reduced down to a set of indicators with the help of cultural experts. The method provides the "optima" or desirable shares for each defined job/competence, thus offering valuable food for thought and input to human resource museum managers. It nevertheless cannot provide the total amount of desirable employment.