FREE 10+ Sample Staffing Plan
1. Nursing Staffing Plan
2. Restaurant Staffing Plan
3. IT Project Staffing Plan
4. HR Staffing Plan
5. Community College Staffing Plan
6. Company Staffing Plan
7. Emergency Contingency Staffing Plan
8. Emergency Staffing Plan
9. Library Staffing Plan
10. Staffing Plan Example
11. Staffing Management Plan
What is a Staffing Plan?
A staffing plan is a strategic planning process by which a company (typically led by the HR team) assesses and identifies the personnel needs of the organization. In other words, a good staffing plan helps you understand the number and types of employees your organization needs to accomplish its goals.
A staffing plan answers the questions:
- What work needs to be done?
- How many people do we need to employ?
- What skills and experience are necessary to do this work?
- What skills gaps need to be filled (and are there any areas of redundancies)?
Staffing plans can encompass the entire company or apply to smaller teams or departments and even individual projects.
How to Make a Staffing Plan?
1. Determine goals
When planning your staffing goals, you can look at your current business goals. For example, if your organization has plans to expand, or dates by which they expect to enter new markets, you can take that into account when creating your staffing plan. Examining the goals that your organization is trying to reach can help you plan for future staffing needs.
2. Compile current job descriptions
You can get a better understanding of the current staffing needs by compiling a list of current job descriptions. This list can show you the duties a team currently performs, which can help you identify any gaps or areas that could use more professionals. By listing current job descriptions, you can create an easy reference for future role creation.
3. Analyze staffing patterns and changes
It’s important to understand the patterns of employment at your company to help build a staffing plan that will account for changes. For example, some organizations have busy times depending on the season. During these times, a company may need to hire additional team members. By analyzing the staffing patterns, you can create a plan that predicts these needs.
Here is a list of other changes that might occur that you can include in your staffing plan:
Expected job growth
Maternity and paternity leaves
Your staffing plan can help prepare you to hire new professionals to fill these roles.
Creating an organized staffing plan can help create a more efficient company. You may find that some of your team members have additional skills they can bring into a new role. You may also find ways to shift teams to improve efficiency.
5. List requirements
You compare the current roles with the goals of your company to find the staffing gaps. Consider listing the roles your organization needs to fill soon. You can describe the ideal skills and requirements for each position to help you during the recruiting process. By making a clear list of the job requirements, you can look for professionals who possess those skills or experience.
6. Focus on performance
A key part of improving your staffing plan is creating a plan for training new and existing employees. You may create a more effective team by training new professionals and helping them develop the skills they need to succeed.
You can also use performance reviews and employee surveys to find areas of potential growth. By using the data from these tools, you may help your team perform their roles to the best of their abilities.
7. Consider technology
Consider reviewing your recruiting software and technology. You may improve the efficiency of your staffing plan by finding new software programs. For example, you can use software programs to help with the following human resource areas:
Customer relations management systems
Content management systems
Digital shared calendars
Digital file sharing
Automated travel services
8. Project future staffing needs
Consider creating a projection for your future staffing needs to help you plan for the future. You can also take things like your budget and your recruitment resources into account when planning.
Here are some staffing prediction techniques that you can adopt:
Rule of thumb
This is the model of predicting potential needs based on existing structures. For example, if you have a manager for every three employees, the rule-of-thumb method would insist that for every three new roles you fill, you appoint another manager.
The Delphi technique takes the expert opinions of a select group of high-level managers and consultants to determine the staffing predictions. They base their opinions on their previous experience within the company. An organizer compiles their various opinions and suggestions anonymously, and the group votes to establish the staffing plan.
The productivity ratio calculates how much work one employee produces and then calculates future recruitment needs based on how much work growth you predict. For example, if one employee produces 25 units of a product in one day, and you intend to grow your business to 100 units per day in the next quarter, you will need to hire four employees.
Statistical Regression Analysis
This analysis compares previous labor and staffing to predictions for the future. You use this model to make predictions about your ability to increase staffing based on your previous sales compared to your previous staffing costs.
9. Examine workplace culture
Once you have filled your recruitment needs and planned for the future, you may also consider accounting for employee satisfaction to help increase retention. Having a pleasant work environment with strong benefits and an active human resources department can help make your company attractive to qualified professionals. A positive culture can also help keep your team members excited and invested in your company. You may use employee check-ins or surveys to determine employee satisfaction.
Why is it important to plan your staffing?
What are the seven components of strategic staffing?
- Workforce planning.
- Sourcing talent.
- Recruiting talent.
- Selecting talent.
- Acquiring talent.
- Deploying talent.
- Retaining talent.
What are the different types of staffing?
- Short-Term Staffing: A short-term staffing plan focuses on the immediate needs of the company. Many companies turn to a temporary workforce for short-term staffing needs, especially if the need is only for a specific project or for a short period of time.
- Long-Term Staffing: Long-term staffing involves taking a proactive approach to your company’s staffing needs. Most long-term staffing plans cover at least one year. Once you have a clear picture of your expected staffing needs, you can develop a plan to help recruit the right talent.
- Employee Succession Planning: Succession planning allows you to fully understand the duties and responsibilities of your management staff so you can train internal candidates to be ready to step into a promotion immediately should you experience management turnover.
In order to maintain organization, you may update your staffing plan regularly with new job descriptions, new recruits and other relevant business changes. Keeping updated records of staffing plans and changes is one of the best ways to stay organized so that your staffing plan remains accurate and representative of your company’s needs.
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