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How to Develop a Staffing Plan

This how-to guide is designed to help an HR professional answer the question, "What staff support will my HR department need in the next year, and how will we meet those requirements?" (Generally, the time period is a year, but it could be shorter or longer.) The staffing plan should be used to identify not only head count additions and reductions but also the different skills and knowledge that might be needed. Staffing plans may encompass employees, contractors, consultants or other experts. In essence, the steps used in developing a staffing plan help HR professionals ask the right questions to come to a clear understanding of the current state, the desired future state of the function and how to get there.

Staffing plans are often used during budget cycles to help plan and allocate costs. However, staffing plans can be used any time there will be a major adjustment to a workforce.

While the steps given below and the sample staffing plan are specifically for a human resource department, they can be applied to any function within an organization. HR professionals can also use the steps and staffing plan on a larger scale for a division or entire company. For best results, each step should be completed in order rather than jumping ahead.

Staffing plans can be one component of a strategic workforce plan. The differences between the two and how they intersect will be discussed at the end of this how-to guide.

For a demonstration of how each step would work, see a sample rationale for decisions made at the end of each step, and a sample staffing plan based on those decisions.

Steps to Complete a Staffing Plan

Step 1: evaluate goals.

The first step in developing a staffing plan is to evaluate the needed goals to achieve. By recognizing the targets employees will be working toward, human resource professionals can identify the amount and type of support needed to meet those expectations.

Ensuring a clear understanding of expectations helps HR professionals in a number of ways. Departmental goals should align and support organizational goals. Thus, this exercise is a perfect opportunity to reach out to other leaders to understand their expectations of the department in the upcoming year, including support for major projects, new strategic initiatives or other changes that will require adjusting staff.

In addition, during this step, HR should identify any major goals within the function. Perhaps a reorganization or realignment is needed to increase customer service or develop specific expertise.

Questions to ask when evaluating goals include:

  • What are the organization's major strategic and tactical goals for the upcoming year?
  • How will the HR function support those goals?
  • What goals do I need to set for my function to ensure I'm aligned with the company's goals?
  • What support are other functions/departments expecting from my department this year?
  • What internal goals would this function like to achieve this year?

Step 2: Identify Influencers

In this step, HR professionals determine the factors that might affect the staffing plan. Influencers can be internal or external to the organization. They can be positive or negative and are defined as anything that might indirectly affect the plan but that the organization has little control over. By evaluating influencers on the staffing plan, HR professionals survey the landscape to identify and understand forces that will affect the talent supply. Examples of such influencers are a tight labor market, changing regulations and evolution of a function.

To complete this step, HR professionals should start with a brainstorming session to identify everything that might impact their workforce. Once they generate the list, they can then group like influencers. For example, if the brainstorm list includes "low unemployment" and "competitor ABC Company is hiring 50,000 local workers in the next year," the two could be consolidated under the influencer "external workforce availability."

Sources that provide labor market data include:

  • U.S. Bureau of Labor Statistics.
  • State and municipal labor statistics.
  • State unemployment data.

Questions to help identify influencers include:

  • What is the talent availability in our market?
  • What trends are affecting skill development? These could be social impacts such as managing social media requirements, learning new skills as part of process evolution or the need to learn new technology.
  • Will technology changes influence our labor supply or demand? These changes could be new technology that will require additional staffing or training time or technology that improves efficiencies, thereby eliminating jobs.
  • Will changes to regulations affect our workforce?
  • Do we have competitors that will affect the supply of labor? Perhaps competitors are growing their workforce, or they are laying off people, thereby growing the labor supply.
  • Will economic or financial factors affect our staffing plans? These may include anticipated changes to the local economy, tightening of financing available to the organization or an influx of venture capital funding.
  • Do we need to account for constraints or impacts from facilities or infrastructure? These include office size, location and commuting implications.
  • Are potential "game changers" affecting our industry? Called "disrupter companies," examples include Uber and its impact on the taxi industry. Other game changers include technology improvements such as driverless cars that may affect the transportation industry.

Step 3: Analyze the Current State of the Function

As with any plan, it is critical to know the starting point. In this step, HR professionals compile information on the current state of the function or create an inventory of the important components of the skill set currently in play.

Compiling information on the current state of the HR function involves listing all current resources, including staff, contingency workers or other people who regularly support function goals. In addition, the current-state analysis should determine competencies, skill set or expertise to fully understand the tools presently available to meet expected plans.

As part of the activities in this step, HR professionals need to decide which systems to use to obtain the analysis data. Small departments can simply count positions on an organizational chart. However, data for larger staffing plans may need to be pulled from the human resource information system (HRIS) or payroll, talent management or scheduling systems. If the staffing plan is for head count purposes, payroll or HRIS data will suffice. But for competency planning, a learning or talent management system may provide the most accurate data.

In this step HR should also evaluate factors that may change the makeup of the department, such as flight risks, potential departures and current open positions actively being recruited.

This step does not include identifying gaps; that activity happens in Step 5.

Questions to ask while analyzing the current state include:

  • What systems should I review for data on the current state?
  • Who are my current staff members? What positions affect how we get things done (e.g., what responsibilities require an HR manager versus an HR administrator)?
  • What expertise do staff members bring to their role?
  • Do other employees outside of my function regularly influence achieving HR team goals (e.g., perhaps the employee in payroll who reports to the chief financial officer)? This question is especially relevant in matrixed organizations.
  • Do vendors, contractors or others outside my organization regularly contribute to achieving team goals?
  • What are the competencies my current staff have?
  • Do I have any employees who are flight risks or who have personal issues that may affect their longevity with the organization?

Step 4: Envision Needs

In Step 4, HR professionals envision what will be needed to accomplish the goals set out in Step 1. Keys to this step are to start fresh and not be overly influenced by the current state. This step identifies both end-state staffing and interim needs. It should be assessed at both a head count and skills level.

To complete this step, HR professionals should review the goals outlined in Step 1 and imagine what will be needed to accomplish those goals. It is best to envision needs as if building the department from scratch. Taking this approach will help articulate requirements without being hampered by the current state.

The envisioning step may be approached from a head count perspective. However, envisioning needs from a skill set, competency or expertise perspective helps overcome biases that may exist in the current state.

Questions to ask while envisioning needs include:

  • What expertise does the HR function need to accomplish our goals for next year?
  • How many people will we need to meet our goals, and where should they be located? Sources for this figure may include current span-of-control numbers, staff ratio recommendations, historical rule of thumb within the organization or statistical regression analysis.
  • Does staffing change throughout the year? What will it look like in six months? In 12 months?
  • What is the ideal mix of staff, contractors or outside expertise needed to meet our goals? Generally outside experts are costly specialists such as lawyers or consultants whom HR may want on only a very limited basis but whose input is critical to the success of the plan. Contractors should be hired to fill short-term needs.
  • What budget will we need to meet our goals?

Step 5: Conduct a Gap Analysis

Step 5 identifies what is missing between the end state outlined in Step 4 and the current state identified in Step 3. Gaps may include inadequate staffing, lack of expertise or simply the wrong people in the wrong place. Information derived from a gap analysis will identify deficiencies in the current state of the function that HR will need to address to achieve the outlined goals. HR professionals should not view these gaps as weaknesses of the current department but rather as opportunities to evolve the function into an ideal state to achieve organizational goals.

Questions to ask when doing a gap analysis include:

  • If I compare the end state to the current state, in what areas are we currently unable to support outlined goals?
  • Where will we need to adjust current staffing? Will factors such as current performance or mobility affect the current staffing?
  • Do we lack staff with the right expertise in functional areas?
  • Do we have geographical gaps in which we need to hire staff?
  • Will cross-functional collaboration be needed? If so, how can we strengthen that partnership?

Step 6: Develop a Solution Plan

Having conducted the analysis above, HR professionals can now put together a plan to achieve the stated goals for the upcoming year. The plan should include both end-state staffing and any interim staffing needed. Step 6 often encompasses determining timing (i.e., when to hire or promote specific staff) and assigning costs if the staffing plan is being done in conjunction with a budget cycle.

The plan itself should outline the staff needed, at what time and location. It should differentiate full time versus contingent staff and identify every role needed in the function from entry level to executive. The plan may also detail the timing for when specific, outside expertise is needed.

Staffing plans may be created as tables, charts, PowerPoint presentations or other visuals. The important thing is to present the information in a format that provides the amount and type of information required in an easily consumable format.

Questions to ask while developing the solution plan include:

  • Given all the information above, how do I use it to achieve the goals outlined in Step 1?
  • At the end of the year, what should my staff composition consist of?
  • When and where will we need to adjust staffing levels to support organizational goals?
  • What level of expertise do I require in which roles?
  • How am I accommodating for the influencers identified in Step 2?
  • How am I addressing the gaps outlined in Step 5? Outside of hiring, would training or other methods help cover these gaps? Can we fill some of these gaps with technology?
  • Finally, how often do I need to revisit this plan to ensure it continues to meet organizational needs?

As detailed above, completing a staffing plan comprises six main steps:

  • Evaluate goals: What does this function need to accomplish?
  • Identify influencers: What factors might affect the staffing plan?
  • Identify the current state: What is the starting point?
  • Envision needs: What is really needed (end state)?
  • Conduct a gap analysis: What differences exist between the current state and the end state?
  • Develop a solution plan: What types of staff are needed? When and where?

The above outline is designed to complete a staffing plan for a specific function. Staffing plans can also be created for entire divisions or organizations. To complete staffing plans with a bigger scope, organizations can break down the plan into manageable pieces. For example, a division might complete individual staffing plans for the sales, finance, HR, IT, marketing and production functions and then combine them into one overall plan. HR professionals responsible for this type of planning must closely collaborate with the leaders of each individual group to understand goals, needs and expertise required. Conducting such an exercise can help leaders refine their understanding of how each function interlocks to support overall organizational goals.

As noted in the introduction, staffing plans may be one component of workforce planning. The table below provides a summary of the difference between staffing plans and workforce planning as defined by a study on strategic workforce planning conducted by The Conference Board in 2012.

Staffing plans can be the first step in evolving the organization toward adoption of workforce planning. As leaders become more comfortable with the iterative exercise of planning for head count, additional complexities in terms of criteria, time frames or scenarios may be added to help address long-term strategic plans.

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4 Corner Resources

How to Create a Strategic Staffing Plan for 2023

May 2, 2023 | Recruiting Insights

Woman with a pen in her hand creating a staffing plan on a white sheet of paper

Staffing plans are an essential tool in businesses of all types and sizes. When your business is growing or changing, addressing your staffing needs is critical. If you wait too long to develop a hiring game plan, you risk not having the staff to keep up with operations or accomplish your goals. 

A staffing plan will help as the economy shifts and changes in this post-COVID world. It’s challenging to find the right talent and retain your current employees. Set yourself up for continued success by creating a strategic staffing plan. We’ll cover what’s included in a staffing plan and give you a step-by-step staffing plan template to follow as you map your talent needs for the future.

What is a Staffing Plan?

A staffing plan is an intentional strategy by which an organization identifies its personnel needs and takes action to fulfill them. The HR department typically leads the company in creating the staffing plan, through input may be gathered from departments across the organization. One year is a typical time frame for a staffing plan to cover. 

The purpose of a staffing plan is to directly identify not just a target headcount for personnel but the specific skills that will be required over the next 12 months. It identifies gaps between your current resources and your future needs and takes a tactical approach, focusing on using staffing to support and achieve the organization’s goals. The staffing plan will include employees, contractors, and consultants. 

Why Do I Need a Staffing Plan?

As a business, you undoubtedly have a set of goals in mind. Whether it’s to increase profit margins by a certain amount, capture a bigger market share, make a difference in your community, or any other organizational aspiration, you can’t achieve it without the right people. A staffing plan ensures you have the team in place to make your goals a reality.  

For example, one of your major business objectives for 2023 is to increase your customer satisfaction ratings by 20%. You know this can be achieved by decreasing wait times on your support calls and providing the product updates many customers have requested. 

You’ll need to increase the number of customer support agents to decrease wait times. Additionally, in order to provide product updates, you’ll need staffers with the appropriate technical expertise. By walking through this basic scenario, we’ve identified two hiring initiatives: onboard more support agents and acquire additional technical expertise. You’d want to address these needs in your staffing plan for the year ahead. 

Staffing plans are often created simultaneously or slightly ahead of budgets for the upcoming year. This ensures that when you need to hire, the financial resources to support it are available—another key argument for why you need a staffing plan.  

How Do I Create a Staffing Plan?

An effective staffing plan considers your operational needs, external and internal factors, available resources, and timing. Before crafting the staffing plan, you need to calculate your needs, so we’ve split the process into two parts. Follow these steps to gather all the necessary information and put it into a cohesive hiring roadmap. 

How to Calculate Staffing Needs

1. evaluate your goals and gain a clear understanding.

What are the organization’s overarching objectives for the next 12 months? You may have several, or there may be just one. Ideally, these goals should be defined before the staffing plan is put together to ensure buy-in from all necessary stakeholders. 

Looking at your goals, what needs to happen from a staffing perspective to achieve them? In the example we used earlier, we determined two specific staffing implications stemming from our goal of increasing customer satisfaction—hiring more customer service staff and identifying or hiring talent with specific technical skills. 

Similarly, you can use your goals to define the related staffing requirements. The larger your organization is and the more goals on your list, the more action items you’ll likely come up with here. Ensure that each department’s goals align with the organization’s goals.

Related: How to Set Achievable Staff Growth Goals

2. Analyze the market 

You’ll need to consider external factors that will impact your ability to hire. Is it a job seeker’s market or an employer’s market? What do the unemployment numbers look like in your field? Are there any imminent labor or skills shortages? What about legislation that will affect your industry? The Bureau of Labor Statistics, your state unemployment agency, and hiring industry blogs are all good resources for this step. 

While the factors you uncover may be largely out of your control, considering them will help you come up with a staffing plan that’s not only strategic but realistic, given the circumstances of the market. 

3. Consider internal factors

Next, turn your attention inward and consider the factors at play within your organization that will impact staffing. This might include things like attrition, terminations, potential promotions, and upcoming retirements. All of these will result in staffing holes that need to be filled. 

Additionally, look at your current labor costs and how they will change over the next 12 months. Raises, benefits, overtime, and bonuses will all contribute to your labor budget, which is a factor you’ll need to weigh when determining how many new hires are feasible and which roles will take priority.

Review the job descriptions and current openings to get a complete picture of where you currently stand. Check-in with your current employees to better understand the workplace culture and impacts on retention during this step. 

4. Anticipate staffing needs

Once you have a better understanding of the current internal and external factors at play, it’s time to consider what obstacles could impact your business over the next 12 months. Do you have a busy season where you need additional help? Is there a slow period you can utilize for training? 

Utilize the information on current productivity to help anticipate the needs. For example, if you plan to increase your sales by 15%, you’ll need to figure out what headcount adds will be needed to manage that increase. Don’t forget about additions on the management side to offset any additions. 

5. Identify gaps between available talent and future needs

In this critical step, you’ll carefully examine the talent you already have in-house with an eye for how it can be leveraged to meet the needs you defined in step one. Determine the discrepancies between the skills you need and what you have on staff. 

Sometimes, it’ll simply be a matter of headcount—your existing staff is running at max capacity, and you need more people. In other cases, the gaps will be more nuanced, like a niche technical skill you don’t currently have on staff or the need for the right kind of leader who can help the company navigate growth. 

This is an important staffing plan step because it helps clarify where you need new talent instead of where you can better leverage your already existing talent.

6. Weigh all options

Now that you have clearly defined hiring goals, you’ll need to determine the best type of employee to fill them. Remember: you’re not limited to full-time employees. Consider alternate staffing options like part-timers, contractors, consultants, and temporary hiring, which can help fill your needs without the added cost of a new full-time hire. 

3 Steps to Build a Staffing Plan

1. build a staffing chart.

Having a detailed chart of your staff can help people see where you are and get quicker buy-in for an updated staffing plan. This is an optional but often-helpful step in your staffing plan template that defines where each employee falls into your overall staffing hierarchy. It’s especially useful for identifying relationships between departments and roles and identifying where, if at all, there’s overlap between needs. 

Do sales and marketing have a shared need that could be filled by one new hire instead of two? Do you lack strong leadership in the IT department? A staffing chart will clarify these observations and help you set recruiting priorities for which hiring needs to address first.   

2. Map out a game plan

Finally, it’s time to create a concrete action plan to fill the future roles you’ve identified. What positions do you need to hire for right away? Which can wait a few months? What about six to twelve months from now? Which are must-haves and which would be nice to have if resources allow (and, importantly, who will make this decision)? Considering these questions will ensure you prioritize the most important team members and fill pressing needs before addressing less-urgent roles. 

When creating your game plan, be sure to accurately factor in how long it will take to advertise the position, screen, interview candidates, hire, and onboard someone into the role. Depending on that time frame, it may mean you need to post the job opening a lot sooner than you think. Accurate forecasting is just one reason knowing your average time to hire and other key metrics like cost per hire is so important.

Related: New Hire Checklist

3. Present staffing plan to stakeholders

The staffing plan impacts each department in the organization, so it’s important to present your plan to the leadership team. Keep it simple and allow people to ask questions when they want to dive deeper into a specific portion. Use visual aids to outline your priorities and how to address them.

Enlist the Experts to Bring Your Strategic Staffing Plan to Life

Whether you’re starting at step one and need a partner to build a staffing plan alongside you or just need help with the final step, hiring a professional staffing agency can be a valuable resource in putting the right team in place to achieve your goals. We specialize in helping businesses of all sizes hire for skill and fit, identifying talent who will grow with you and help advance your mission. 

We offer direct placement , contract staffing , temporary hiring , and administrative services like rapid onboarding to make your life easier. Our extensive network of relationships with passive and active candidates can help you reach untapped talent and even attract new hires from the competition, all done in a way that supports your overall business objectives.

Need help hiring top talent? Our expert recruiters are equipped to find and deliver the best candidates in your industry!

What information is required to create a staffing plan?

To create a strong staffing plan, you need to know the business goals, the internal and external factors affecting the business and hiring, and be able to anticipate the needs of the business.

What is the first step in creating a staffing plan?

When working on a staffing plan, the first step is to review all the organization’s goals and ensure you understand them. The plan will ensure that the goals can be met, so you must ensure everything is clearly outlined.

How often should I create a staffing plan?

Typically, HR teams revisit staffing plans once a year when planning budgets and growth for the next 12 months. It’s a good idea to visit the plan monthly or quarterly to ensure you’re on track.

Who is responsible for creating a staffing plan?

The HR team will work with strategic leaders and partners within the business to gather the appropriate information to create a staffing plan. Once they gather the information, the HR team will assemble the plan and present it to the stakeholders.

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Pete Newsome

About Pete Newsome

Pete Newsome is the President of 4 Corner Resources, the staffing and recruiting firm he founded in 2005. 4 Corner is a member of the American Staffing Association and TechServe Alliance, and the top-rated staffing company in Central Florida. Recent awards and recognition include being named to Forbes’ Best Recruiting Firms in America, The Seminole 100, and The Golden 100. Pete also founded ze ngig , to offer comprehensive career advice, tools, and resources for students and professionals. He hosts two podcasts, Hire Calling and Finding Career Zen, and is blazing new trails in recruitment marketing with the latest artificial intelligence (AI) technology. C onnect with Pete on LinkedIn

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how to develop a staffing plan

How to develop a staffing plan

Lucid Content

Reading time: about 8 min

Your employees are one of your greatest assets. However, too often, organizations struggle to manage their human resources and plan for the future. In fact, according to a survey from the Society for Human Resource Management, 43% of HR professionals say human capital is the largest "investment challenge" for employers. 

Plagued by turnover, skills gaps, over-employment, low productivity, and ever-changing business landscapes, it’s no wonder that businesses are struggling to keep up. But these issues can be mitigated with a strategic staffing plan. 

Use the following tips to learn how to develop a staffing plan that puts the right people in the right place at the right time. 

What is a staffing plan?

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. 

For example, if your company’s business goals focus on expanding its salesforce in the coming year, a staffing plan can help prepare the sales department for that growth—so that the right people with the right skills are brought on board at the right times. 

Additionally, a staffing plan helps your business to:

  • Reduce labor costs and maximize productivity.
  • Eliminate skills gaps.
  • Increase employee engagement.
  • Increase employee retention and reduce turnover.
  • Improve customer experience.
  • Streamline business growth.

Having a clear staffing plan helps prevent issues that could delay growth or hinder the quality of your products and services that could result in unhappy customers and lost business opportunities. 

Not only do staffing plans help companies effectively recruit, hire, and develop employees, but they also help guide budgeting and financial decisions within the organization. 

How to calculate staffing needs

A staffing plan involves three main steps:

  • Determining current staffing levels 
  • Forecasting future staffing needs
  • Identifying the gaps between the two

Once you’ve assessed your staffing needs, you can outline recommendations for how to address those needs, which might include recruiting and hiring new talent, promoting internally, focusing on training and employee development, or adding contractors to your staff. These forecasts and recommendations will help you develop your overall human resources plan for the organization.

Use the following steps to learn how to calculate staffing needs and make a plan for the future.

1. Identify the business goals

Before you dive into staffing plans and changes, you need to know what the overarching goals are for the business. These goals are typically outlined in a strategic business plan. Use this plan to clarify the company’s objectives and align the staffing plan accordingly.

What you do with your staff will affect business outcomes (for better or for worse), so you want to make sure the two plans align.

For instance, if the business plans to open a new location, you may need to move current staff around or hire new employees to fill those roles. The business plan will help inform those staffing decisions.

2. Determine your current staffing situation

To develop a staffing plan, you must first understand your current staffing environment.

If you have a robust HR database, this step could be reasonably straightforward. However, if you host personnel information on multiple sources, you will first need to consolidate that data into one source of truth. Work with business leaders and managers to help you ensure accurate and complete data on your human resources.

Once you have your staffing data in one place, you can assess the current staffing environment and begin to pull actionable insights from the data.

Pay particular attention to:

  • The number of people on staff
  • Staff distribution (team size and who works where)
  • Skills and competencies within the workforce
  • High performers and potential leaders 
  • Low performers or “flight risks” who could indicate turnover
  • Staff age and tenure (to anticipate retirement numbers)

Pulling out these data will help you better understand the current staffing landscape and more accurately identify staffing needs and opportunities down the road. 

Lucidchart can help you assess your current staff to glean new insights. Import employee data directly into Lucidchart to build an org chart or group employees in Smart Containers by role, competencies, performance, etc. Visualizing your workforce can help you identify important relationships, correlations, or gaps in the staffing.

org chart by growth track

3. Forecast future staffing needs 

After you assess your current staffing landscape, it’s time to make some predictions about your future staffing needs. 

As you conduct your staffing needs assessment, you will want to consider the factors that can affect staffing decisions and opportunities, including: 

  • Business goals 
  • Turnover rates and projections
  • Expected mergers or acquisitions
  • New product launches
  • Business investments (e.g., new technology) 
  • Changes in the economy
  • Competitors attracting key talent 
  • Industry labor costs
  • Unemployment rate 

All of these internal and external factors can influence the workforce and your staffing needs. 

While forecasting will always involve some guesswork, you can make confident, educated, (and more accurate) predictions using the following methods.

Trend analysis

Trend analysis works well for established businesses with several years under their belt. Trend analysis uses historical data (i.e., past experience) to inform future needs. 

To perform a trend analysis, start by gathering historical data. Focus on gathering information for at least the past five years—but you may want to go back as far as 10 years. (Keep in mind that the larger the sample size, the more accurate the results.)  

Collect data on the following: 

  • Hiring and retirement patterns
  • Transfers and promotions
  • Employee turnover
  • Years of service
  • Employee demographics
  • Skills and qualifications
  • Past work experience

Once you have collected the data, you can analyze it to understand turnover rates over time as well as to discover trends or patterns between the data sets.

Ratio analysis

A ratio analysis is a dual-purpose forecasting method that both predicts staffing demand and compares forecasting results against an industry standard. 

The beauty of the ratio analysis is that it doesn’t rely on historical data to predict future demand. This is an advantage for younger companies who don’t have the benefit of years of historical data to provide insight into future trends. 

Here’s how it works.

A ratio establishes a relationship between two things. A business can calculate ratios between business factors like future sales revenue predictions and staffing requirements. 

For example, let’s say your business plans to expand its sales in the coming year and predicts sales revenue at $500,000. You’ll need to estimate how many sales employees you will need to support that growth. 

To calculate this, you need to determine the ratio between sales revenue and staff. To do this, divide current sales revenue by the current number of sales employees. If the ratio is 50:1 (with 50 representing $50,000 in sales), that means a sales revenue of $500,000 would require 10 employees. 

Once you have that ratio, you can then identify gaps in your staffing. For instance, if you plan to increase your sales revenue to $500,000 but currently have only five employees, you know you will need to hire five more people to support that goal. 

4. Do a gap analysis

With your current and future staffing assessments complete, you can compare the two reports for gaps. In other words, look at where your staff is now and where it needs to be. What discrepancies are there? Do you need more staff? Are there skills missing from your current workforce that you will need in the future to meet your business goals?

Note any gaps between the two assessments.

As you go through this process, our skills supply and demand chart can help you determine how many current employees and job candidates have the skills you need and whether you should hire or train to gain those competencies.

Make sure that your workforce has the skills and experience required to meet company goals. Learn how to conduct a skills gap analysis.

5. Make a staffing plan

With your staffing needs analysis completed, you can now make a plan. 

Your staffing plan might include recommendations to implement a corporate training program to address skills gaps or to develop succession policies to streamline handoffs following retirements or promotions. 

During this process, work with the business’s leaders to create a strategic action plan to address staffing needs that aligns with the organization’s goals, culture, and mission. 

strategic staffing plan template

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Top 12 Staffing Plan Templates for Strategic Recruitment [Free PDF Attached]

Top 12 Staffing Plan Templates for Strategic Recruitment [Free PDF Attached]

Anmol Thakur

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Every company’s success story has one thing in common and that is the admiration for its employees’ efficiency. Goes without saying that the growth will suffer if the staff is unfamiliar with the needs of the company. 

This naturally puts a huge responsibility in the court of HRs and recruiters. And this is where a systematic staffing plan comes into use. 

But, what is a staffing plan?

A staffing plan attempts to achieve an understanding of the number as well as the kinds of the employees required to meet the current goals of the organization. A staffing plan helps decide what expertise should be looked for in the new candidates by the company. 

This professional tool helps decide who to recruit. It focuses on the aim, objective, and budget of the company. A staffing plan helps you figure out what resources you already have and what resources you will need for improvement. It also helps in the right utilization of all the company assets thus allowing you to make the right decisions. 

Therefore, for your ease, we have provided you with a list of PPT templates that will help you in the organization and implementation of your recruitment strategy. With these professionally designed staffing plan templates you do not have to start from scratch which will save your crucial time and energy.

So add value to your presentations, by downloading these templates now!

Template 1: Staffing Plan Pie Chart PPT Template 

This employee recruitment PPT template helps represent the staffing plan graphically with a pie chart. It lets you talk about the employee strength, annual employee hiring count, payroll, employee referral sources, etc. Download this key to perfection right away. 

Staffing Pie Chart Powerpoint Ppt Template Bundles

Download this template

Template 2: Hiring Status PowerPoint Deck

Deploy this recruitment status PowerPoint template to organize the procedure of hiring employees. This actionable PPT slide provides you with a hiring process worksheet, candidate management worksheet, and chart for displaying recruitment process stages. Organize the hiring schedule with the help of the hiring timeline slide. Download this template now!

Hiring Status PowerPoint PPT Template Bundles

Template 3: Hiring Process PowerPoint Slides

Present your staff hiring strategy in an organized way with this PowerPoint presentation. This employee hiring PPT template lets you document the current vacancies and the job description. This slide also contains tables for recruitment and budget tracking. Get this engaging template now.

Hiring process powerpoint presentation slides

Template 4: Recruitment Monitoring Process PPT Presentation Slide

Use this template to provide a layout of the recruitment process followed by your company. This staffing plan PowerPoint layout helps you put forth the information graphically with the help of the recruitment funnel. It also discusses the recruitment sources. Grab this customizable template today!

Recruitment Process Monitoring Powerpoint Presentation Slides

Template 5: Talent Sourcing Recruitment Process PowerPoint Template

Strengthen the backbone of your company by sourcing talented recruits with the help of this impressive PPT template. Talk about the major steps in sourcing new hires, discuss goals, and finally appoint new executives. This expertly designed PowerPoint deck helps illustrate the methods and tips to attract the candidates. Employ this PPT template right away!  

Talent Sourcing Platform Recruitment Importance Process Comparison

Template 6: Staffing Plan and Resourcing Procedure PPT Slide

Examine the requirements of the company and develop a staffing plan accordingly. This PPT deck is specifically designed to showcase the different sources of recruitment such as employee referrals, advertisements, campus placements, internal searches, and voluntary applicants. Use impressive icons and graphics to make the complicated data easier to decipher. Get it now!

Staffing Planning Resourcing And Procedure Powerpoint Presentation Slides

Template 7: Recruitment Process PowerPoint Template

This PPT design lets you achieve your business objectives. Use this employee appointment layout to exhibit the number of current vacancies. Elucidate upon the application procedure as well as the follow-up interview rounds. Download this extensively designed PPT now.

Recruiting Process Powerpoint Presentation Slides

Template 8: Staffing Plan PPT Layout

Employ this recruitment planning PPT theme to align your goals with your actions. This well-made PPT template helps you discuss the budget and hiring goal. This workforce planning PPT template also lets you organize the status of the hirings in progress. Get it now.

Staffing plan for various recruitment sources

Template 9: Skill Levels PowerPoint Theme

Gain insight into the important aspects of the employee structure. Highlight the required resource and skill level. Use this employee appointment PPT layout to discuss the required duration with dates. Download this template from the link below.  

Staffing plan for required skill levels and duration

Template 10: Staffing Requirement Plan PPT Layout 

Graphically illustrate the department-wise staffing requirements with the help of this employee demand PowerPoint theme. This template contains a professionally designed and customizable graph covering the departments and the number of staff required. Get this template now.

Staffing requirement plan with various departments

Template 11: One-Page Staffing Recruitment Infographic PPT

This specific one-page infographic PPT template lets you put together a proposal for the provision of staff. It talks about workforce fulfillment needs. This staffing recruitment PPT design helps in putting forth the wages and terms and conditions. Download this effective layout and make things comparatively easier for yourself!

One page recruitment staffing proposal report presentation report infographic ppt pdf document

Template 12: One-page Staff Hiring Proposal PowerPoint Document

Use of this actionable staff hiring PPT layout will help you in organizing the employee hiring details with fee structure. State the different types of services offered by your company and list proposal acceptance details. This template is completely customizable which enables you to edit the color, text and font size with ease. Get this easy-to-use design now.

One page hiring staffing proposal report presentation report infographic ppt pdf document

These staffing plan PPT templates can act as a guide for your organization to improve the recruitment process. With its help, you can smoothen up any rough edges in the hiring rulebook which can then be customized for different roles.

Download your requisites now!

Also, if you are looking for some custom template designs, make use of our expert services by clicking here ! 

P.S. Are you looking for templates to empower your human resource strategies and solidify your business ground? Take a look at our ultimate guide to human resource in this blog post.

Download the free Staffing Plan PDF .

Related posts:

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  • Top 10 Talent Sourcing Templates to Grow Your Company’s Faculty Pool
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Staffing Plan Template

Staffing Plan Template

What is a Staffing Plan?

A Staffing Plan outlines the roles, responsibilities, and skills needed to achieve an organization's strategic objectives. It includes the number of positions needed, the qualifications of each role, and the timeline for recruiting and onboarding new employees. It is one part of an organization’s overall strategic plan, which defines its mission, vision, and goals.

What's included in this Staffing Plan template?

  • 3 focus areas
  • 6 objectives

Each focus area has its own objectives, projects, and KPIs to ensure that the strategy is comprehensive and effective.

Who is the Staffing Plan template for?

This Staffing Plan template is designed for HR teams in organizations of all sizes and industries to create a staffing plan aligned to the corporate strategy. The template makes it easy to map out the current and future needs of the organization and to define the roles, positions, and qualifications required to meet those needs.

1. Define clear examples of your focus areas

The first step in creating a staffing plan is to define clear examples of your focus areas. Focus areas are the broad topics that you want to prioritize and address, such as recruitment, retention, and performance. Within each focus area, you can set objectives, create projects, and define measurable targets (KPIs) to track progress.

2. Think about the objectives that could fall under that focus area

Objectives are the specific goals that you want to achieve within each focus area. For example, under the recruitment focus area, you might have an objective to improve recruitment process and increase diversity in recruitment. Under the retention focus area, you might have an objective to increase employee retention and job satisfaction.

3. Set measurable targets (KPIs) to tackle the objective

Measurable targets (KPIs) are the metrics by which you will track and measure the progress of your objectives. For example, for an objective to improve recruitment process, you might set a KPI to measure the average time to fill a role. For an objective to increase employee retention, you might set a KPI to measure the employee retention rate.

4. Implement related projects to achieve the KPIs

Projects (actions) are the initiatives and activities you will implement to achieve the KPIs. For example, to achieve a KPI to decrease the average time to fill a role, you might implement a project to automate the recruitment process. To achieve a KPI to increase employee retention rate, you might implement a project to implement employee engagement initiatives.

5. Utilize Cascade Strategy Execution Platform to see faster results from your strategy

The Cascade Strategy Execution Platform helps organizations implement their strategies faster and more effectively. With the platform, you can visualize, track, and manage your strategy, from setting objectives to tracking KPIs. The platform enables you to focus on the most important initiatives and quickly respond to changes in the business environment.

FigJam Keep track of the whole crew with a staffing plan template

Stay on top of everything from necessary resources to staffing numbers for a comprehensive employee plan that can.

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Staff planning template

Visualize project schedules, identify needs, and consider your colleagues’ capacities with this all-in-one collaborative chart.

This chart knows what’s up even if you don’t

Managing your team doesn’t have to be a juggling act. Introduce a core staffing plan to the ring and watch this circus turn back into an office.

Tame the beast: Wrangle team work hours across projects onto one chart.

Pass the peanuts: Visualize your team’s capacity and allocate work with confidence.

Keep the show going: Stay on track with project deadlines by overseeing PTO hours and resources with a core staffing template.

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FigJam Everyone’s welcome under this big top

Shine the spotlight on your brightest stars by welcoming them onto a shared, open canvas. Collaboration takes center stage on our project staffing plan templates, complete with Community-built widgets like Calendar and Lil Notes. No matter what you’re making, make it a group act.

You won’t believe your eyes

Save your tickets—FigJam’s spectacular staffing plans are free to behold. Create The Greatest Flow on Earth with Community templates.

strategic staffing plan template

Strategize to plan out goals and priorities with this essential diagram.

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Craft a clear and polished product launch announcement using our guiding template.

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How do I create a staffing plan?

To create a staffing plan, begin by considering the goals of your department, your resources, and influences, including talent availability and market strength. While every staffing planning process is different, most staff plans will prompt you to:

- Identify your business objectives

- Gather job descriptions of current team members

- Anticipate changes to your current staffing (including promotions, paid leave, retirement)

- Determine which roles you need to fill

- Update staff plans regularly to reflect internal and external changes

With plenty of data and all hands on deck, you should be able to start assembling a plan that reflects the realities of your situation and meets the needs of your org and team.

You can start your staffing plan off right by downloading your free customizable FigJam template. Allow our strategic staffing plan template to streamline every aspect of team management—from organizing resources to staying on track.

What’s included in a staffing plan?

Your staff plan covers many of all of the human-resources-related needs of your organization, whether that’s identifying the roles and responsibilities of current staff members or outlining a future vision of team growth.

Staffing plans can also include project deadlines, upcoming changes in availability, and company-wide goals—information that helps team managers assess how many resources and personnel will be needed to achieve desired results.

What is the first step in creating a staffing plan?

Every staffing plan example begins with the team coming together to establish goals. Sample staffing plan goals might be anything from a product launch to a company expansion. No matter what your objectives may be, they will necessarily guide your staffing plans, so take care to establish them at the top and be sure to share them with your entire team.

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How to Build a Staffing Plan [Free Template]

Your workforce is your most important asset. Whether you provide a product or service, the quality of your offerings hinges on having skilled and engaged employees . Securing or maintaining that sort of talent is challenging even in a calm market, but you can smooth bumps in the road with a carefully planned staffing strategy.

A great staffing plan can help you to anticipate employment changes ahead of time, more easily make hiring decisions, streamline transitions, and even improve productivity through training. Building a plan will require more than a little internal and external research, but today we’re walking you through each step.

Need an example staffing plan to get an idea of what this entails? We’ll do you one better. Download our free staffing plan template and start mapping out your organization’s needs today.

Staffing Plan Template

Not sure where to begin when creating a staffing plan? Use this template to help you get started. Click the button below to open the template in Google Sheets.

1. Identify Your Organization’s Business Goals

Optimizing your staffing plan starts with a look at the big picture. By pinpointing your business’s short and long-term objectives and aligning your plan to those goals, you’ll be making it easier to determine your staffing needs both now and down the road.

When you’re outlining your business goals, be sure to consider the following factors:

New projects, products, and initiatives. Not only could these mean additional staff is necessary, but knowing what’s coming can help you pinpoint needed skill sets.

Upcoming strategic changes. Shifting to remote or hybrid work , returning to the old office or opening a new one, and organizational restructuring will all impact your staffing needs.

Any new tools, technology, or platforms you might be planning to adopt, as well as the skills needed to use them. New technology like AI is changing the way many jobs are done. If you’re planning on adopting a new tool, not only will you need to consider how it will affect how much staff you need overall, but you’ll also need to plan to close skill gaps that these new tools open.

Clear-cut goals for metrics like productivity, sales, and customer satisfaction. Factors like these can help when deciding staffing needs later.

Recruiting and retention. Is your business expanding, staying the course, or possibly looking to shrink? Be sure to consider these factors in both the short and long term.

2. Audit Your Current Staffing Layout, Top to Bottom

Next up, you’ll want to take a critical look at your current workforce. Here’s the information you’ll need:

Workforce demographics , including basics like how many employees you have and finer details like tenure, age data, and hiring and turnover rates . Knowing when to expect retirement or turnover can help with anticipating future staffing needs.

Job description data. Familiarize yourself with what roles are available, what work is being done, and what skills are necessary to complete tasks.

Employee skill sets. Chart out which skills are available in abundance at your organization and which skills are more in demand – this is your skill gap analysis . Be sure to include skill sets that may become necessary due to new positions opening or new tools or tech being adopted.

Performance data. While low performance is obviously something you’ll want to pay close attention to and address with additional training, make a note of high performers, too. Recognize their efforts, consider them for promotions, and be aware that they could be snatched up by other businesses in your industry.

Depending on the size of your organization, this could be the most difficult part of the process, but it’s still crucial. Utilizing software that centralizes and aggregates this information for you can make this task a whole lot easier.

3. Map Out Realistic Staffing Needs

Once you know your organization’s goals and current staffing situation, use that information to forecast your staffing needs. Predictive analytics tools can be a great help here, as such software can quickly pinpoint potential trends in employee habits, productivity and turnover that could be useful for you.

You’ll want to look at:

Internal business needs. Knowing your company’s plans for the future, do you anticipate new positions opening or old ones becoming obsolete? Do you have departments that have a surplus of talent or ones that need a helping hand? You may find that you need to create new positions, consolidate old ones, or arrange training.

Internal trends for retirement, leave, and retention. Given this information, do you think you will have enough staffing to tackle your business goals? You may need to make plans to fill upcoming gaps.

Skill gaps. Utilize that skill gap analysis you made when you audited your current staffing plan to identify hiring and training needs. Keep in mind that a gap in skills doesn’t necessarily mean a new hire is necessary, according to Harvard Business Review , 68% of workers worldwide are willing to retrain their skills.

Internal employee needs. How is engagement at your company? What are your turnover rates? Are you offering competitive salaries and/or benefits packages that provide access to services your employees find useful? Changes may be necessary to improve retention.

Internal candidate availability. Your top performers make great candidates for promotion.

External candidate availability. Familiarize yourself with market and hiring trends for the skills you might want. You’ll want to know whether a role is in high demand or not.

Your competitors. An important part of your staffing strategy will be making sure you’re market competitive. Research current roles, compensation offerings, and growth in your industry, not just internally.

4. Build and Implement an Organic Strategy, Not a Monolithic One

By mapping out goals, current assets, and needs, you've already done the bulk of the work for creating a staffing plan.

Update or create policies for succession and training for all positions to ease transition after retirement, promotion, or turnover.

Outline how hiring, promotion, and staff reduction decisions should be made if such policy doesn’t exist already, or bring those policies better in line with your company’s goals or values, if necessary.

Track all current and anticipated positions. Identify their budget requirements, skill needs, and current hires in those positions.

Take another look at your job descriptions. Part of your plan should involve ensuring that role responsibilities and expectations are well-defined, realistic, and clear.

Plan how gaps will be filled. Work with leadership to determine whether you will meet your staffing needs with new recruits or internal training and promotion.

Don’t reinvent the wheel. While you’ll certainly need something that fits your organization’s unique needs, you don’t need to start from square one. There are plenty of example staffing plans available online. Use a staffing plan template like the one we’re providing here as a jumping off point to build something that suits your needs!

Update it regularly. A staffing plan should be a living policy, one that grows and changes as your company does. Don’t treat it as a monolith, unchanging once complete. Be open to reviewing and revising it at least annually to keep it optimized.

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Plan Templates

22+ staffing plan templates – pdf, doc, xlsx.

Our staffing plan templates help you develop the most ideal strategic staff and personnel matrix on a spreadsheet. Each staffing plan lets you write your analysis that helps create a strategy for any project, establishment, and business hiring and recruitment needs. With the sample content, you can simply use the document as a guide to writing your restaurant, school, and hospital employee resource proposal and assessment.

strategic staffing plan template

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Hotel Restaurant Staffing Plan Creative Template

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Nursing Staffing Plan Template

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project staffing plan template

Recruitment/Staffing Hiring Agency Business Plan Template

recruitment staffing agency business plan template

Staffing Compensation Plan Design Template

staffing compensation plan template

Sample Staffing or Recruiting Plan Template

staffing or recruiting plan template

Simple Staffing Management Plan Template

staffing management plan template

Free Event Staffing Plan Template

free event staffing plan template

IT Project Staffing Plan Template

it project staffing plan template

Strategic Staffing Plan Template

strategic staffing plan template

Monthly Staff Development Plan Template to Print

staff development plan template to print

Staffing Matrix Management Plan Word Free Download

staffing management plan word template free download

Free Strategic Analysis Staffing Plan Template

strategic staffing plan pdf template free download

Staffing Plan Spreadsheet Excel Template Free Download

staffing plan excel template free download

Printable Staff Personnel Development Plan in PDF

staff development plan pdf template free download

Free Employee Needs Proposal Staffing Plan

proposed staffing plan free pdf template download

IT Construction Project Resources & Staffing Assessment Plan

it project resources staffing plan pdf free download

ECU School Establishment Staffing Plan PDF Template

ecu staffing plan pdf template free download

Free Hospital Nurse Staffing Plan Template

hospital nurse staffing plan template

Child HealthCare Staffing Plan with Budget Estimate

child health care staffing plan template

Organizational HR Staffing Planning Template

hr staffing plan template

General FAQs

1. what is a staffing plan, 2. what are the steps to create a staffing plan.

  • Determine your goals
  • Identify the factors impacting personnel availability
  • Determine the organization’s operative needs
  • Conduct gap analysis
  • Create an actionable strategic plan

3. How Can You Determine Staffing Needs?

  • Evaluate the flow of your business
  • Ask managers about their staffing needs
  • Pay attention to customer surveys
  • Decide what roles are needed at all times
  • Use competitors as benchmarks

4. What Is the Purpose of Strategic Staffing?

5. what are some advantages of a staffing plan.

  • It reduces labor costs
  • It maximizes productivity
  • It eliminates skills gaps
  • It helps increase employee engagement
  • It improves the customer experience and
  • It streamlines business growth

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Event staffing plan template, staffing management plan template, staffing or recruiting plan template, staffing compensation plan template, recruitment/staffing agency business plan template.

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Create a successful strategic staffing plan in 2021

Knowing your current staffing situation and your future staffing needs is essential to fulfilling short and long-term goals. To assure your business is always prepared for current and future requirements, a staffing plan is essential.

kingdom recruitment staffing plan

Here’s what a staffing plan is, how you can identify staffing needs and how you can create a robust, reliable staffing plan.

What is a staffing plan?

  • How can you identify your staffing needs?

How to create a staffing plan

A staffing plan involves a company assessing and identifying the staffing needs of an organisation. It’s a strategic planning process that enables companies to understand the number and types of employees they need to accomplish their short and long-term goals. 

A good staffing plan will help you identify:

  • The skills gaps you need to fill
  • The work that needs doing
  • How many people you need to employ
  • The skills and experience you need to complete the work

A good strategic staffing plan should be able to encompass an entire company or even smaller departments if needed.

What are the benefits of a staffing plan?

With a well-researched staffing plan, a company can prepare relevant departments for growth. This will ensure the right people with the right skills are brought into the company at all the right times.

Not only that, but a staffing plan also helps businesses to:

  • Reduce labour costs and maximise productivity
  • Increase employee engagement
  • Increase employee retention and happiness
  • Reduce and eliminate skills gaps
  • Streamline business growth 

With a robust staffing plan in place, you can prevent issues that could hinder growth. These plans also help companies make budgeting and financial decisions within the organisation. 

Creating a staffing plan involves three steps: 

  • Determine current staffing needs
  • Forecast future staffing needs
  • Identify the gaps between the two

After assessing staffing needs, you need to determine the recommendations on how to address those needs. For example, this might include recruiting new talent, promoting roles internally or providing more training and development for employees.

How to calculate staffing needs

Before creating the plan, knowing the overarching goals for the business is vital. These are usually found in a business’ strategic plan. With these goals at hand, you can clarify objectives and create the staffing plan accordingly.

For example, strategic business plans may involve opening a new location, requiring current staff to move or new employees to be hired, which can be planned for in advance.

Next, you can determine the company’s current staffing situation. To do this, consolidate all personnel data into one source to ensure it can be properly assessed. Pay particular attention to the following:

  • The number of employees
  • Team size and who works where
  • Skills within the workforce
  • High performers and potential leaders
  • Low performers and people who may indicate turnover

With this data, companies can better understand their current staffing situation and therefore, they can more accurately identify staffing needs later down the line. 

Calculate future staffing needs

A variety of internal and external factors can affect staffing needs. To calculate future staffing needs, consider the following factors:

  • Business goals
  • Turnover and projections
  • Expected mergers and acquisitions
  • Labour costs
  • Product launches
  • Competitors attracting and recruiting talent
  • Changes to the economy
  • Unemployment rate

Trend analysis

Trend analysis is ideal for established businesses as it uses historical data to help determine future needs. To perform a trend analysis, you should gather data for at least the past five years. The following should be connected:

  • Hiring and retirement patterns
  • Employee turnover
  • Skills and qualifications
  • Years of service
  • Employee demographics

With this data, your company can analyse it, understand turnover rates over time and determine trends. 

Ratio analysis

A ratio analysis is a forecasting method that predicts staffing demand and compares forecasting results against the industry standard.

Ratio analysis is particularly useful for younger companies as it doesn’t rely on historical data to predict future requirements. It establishes a relationship between future sales revenue predictions and staffing requirements. 

To calculate this, determine the ratio between sales revenue and staff. This is done by dividing current sales revenue by the current number of sales employees. 

With this ratio, gaps in staffing can be identified. 

Gap analysis

At this stage, compare current and staffing needs for gaps. This means looking at where your company’s staff is now and where it needs to be. Here, you can identify discrepancies, whether you need more staff and if any skills are missing from the current workforce to meet future business goals.

Make a staffing plan

Now, the staffing needs analysis has been completed and it’s time to make the staffing plan. This could include recommendations to provide training sessions to address skills gaps or develop succession policies following retirements or promotions.

This process should involve the business’ leaders to make a strategic plan that addresses staffing needs and the company’s goals, culture and mission.

Our new playbook will help you create a cost-effective hiring strategy and offer everything you need to consider to hire the ideal candidate for the job. Take a look below.

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Free Strategic Planning Templates

By Joe Weller | May 16, 2018

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The success of your organization — no matter what size or industry — depends on the thoroughness of your planning and vision. A strategic plan can provide a roadmap for accomplishing specific goals, and will increase your chances of reaching objectives on time and budget. In this article, we’ve rounded up the top strategic planning templates in Microsoft Word and Excel, all of which are free to download and fully customizable.

Additionally, we've provided customizable strategic planning templates in Smartsheet, a collaborative, real-time work execution platform that empowers you to better plan, manage, and report on strategic initiatives.

Strategic Business Plan Template

Strategic Business Plan Template

Download Strategic Business Plan Template

Excel | Smartsheet

A comprehensive, strategic business plan may include company information, SWOT analysis, research, goals, resources, risks and more. A template provides structure for your business planning process as well as a communication tool that’s simple to update or modify. Use the template as a guide for evaluating your business, identifying opportunities for growth and development, and creating a strategic plan.

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Nonprofit Strategic Plan Template

Nonprofit Strategic Plan Template

Download Nonprofit Strategic Plan Template

A nonprofit strategic plan often emphasizes vision, values, and mission as the foundation for future objectives. A template can be used to clearly define who is being served and what issues need to be addressed. As with a business plan, nonprofit planning may include sections for evaluating risks and opportunities, measuring financial resources, developing a marketing plan, and creating objectives for organizational change.

HR Strategic Plan Template

HR Strategic Plan template

‌ Download HR Strategic Plan Template

Create a detailed human resources strategic plan for your organization, or modify the template to focus on one specific area, such as recruitment or employee relations. Use the template to translate strategies into measurable action plans. This simple layout makes it easy for readers to quickly view key information.

IT Strategic Planning Template

IT Strategic Plan Template

‌ Download IT Strategic Planning Template

IT is an essential part of any business, nonprofit, school, or government agency. While information technology is just one part of an overall business strategy, creating a separate strategic plan for IT will help ensure that you have a comprehensive roadmap to follow for managing and purchasing new assets, understanding your current and potential technology usage, and aligning your IT goals with business objectives.

Strategic Marketing Plan Template

Strategic Marketing Plan Template

‌ Download Strategic Marketing Plan Template

Use this free template to help shape your marketing strategy. It combines information on your target market and business with marketing tactics to help you think strategically and create a plan of action. The template can guide your research process or be used as a simple brainstorming tool.

Social Media Strategy Plan Template

Social Media Strategic Plan

‌ Download Social Media Strategy Plan Template

Social media is an integral part of online marketing, and creating a strategic plan can help ensure that you are using your time and resources effectively. Consider your branding, mission, target audience, competition and other factors to determine which social networks and types of content will perform best for your company. Keep track of KPIs and adjust your social media plan accordingly.

SWOT Analysis Strategy Template

SWOT Analysis Strategic Template

‌ Download SWOT Analysis Strategy Template

This matrix template combines SWOT analysis with strategic planning. Examine the relationships between your strengths, weaknesses, opportunities, and threats, and then list related strategies to tackle your goals. The layout of this template allows you to view the SWOT categories and strategies side-by-side, which may be useful for a presentation or summary.

One-Page Strategic Planning Template

One Page Strategic Planning Template

Download One-Page Strategic Planning Template

Excel | Word | Smartsheet

A one-page strategic plan is perfect for small businesses or for summarizing a longer planning process. Use this template as is, or edit the layout or included information to better suit your needs. This template includes all the essentials on one page, including values, strengths and weaknesses, goals, and actions.

Strategic Vision Template

Strategic Vision Summary Template

Download Strategic Vision Template

Excel | Word

Summarize your strategic vision and plan, highlighting key information for stakeholders, management, investors, or for your own reference. Combining a vision statement with a brief summary of goals, actions and KPIs makes it easy to see how your business values and purpose relate to your objectives. It also provides a succinct summary for use in a presentation or meeting.

University Strategic Plan Outline

University Strategic Plan Outline Word Template

‌ Download University Strategic Plan Outline

This template provides an outline for university strategy planning. The actual strategic plan may cover multiple pages and provide an in-depth analysis and detailed mission and vision statements. Strategic planning is an opportunity for universities to look closely at campus needs, institutional values, infrastructure, long-term goals, important obstacles, and more. The strategic plan will be a guiding document that is reviewed and updated regularly.

What Is Strategic Planning?

Strategic planning is an organization’s process for defining their strategy so that they can accomplish specific goals and objectives. Strategic planning may be utilized on a large scale, such as planning for business growth over several years or to help a nonprofit or governmental organization reach its stated mission. A strategic plan can also be used on a smaller scale, such as crafting a marketing plan or developing strategy for the goals of one department within a business or organization. It is important to note that strategy is distinct from planning: While strategy looks at why certain steps should be taken, a plan outlines how to enact those steps. strategic planning marries these two concepts in order to determine the best possible course of action. The purpose of strategic planning is to provide a thoughtful, deliberate approach to reaching objectives based on an in-depth analysis of both internal and external factors affecting an organization.

A strategic plan often covers multiple years, addressing both short- and long-term goals. It also provides a way of tracking progress and measuring success. However, it’s not a document that is fixed in stone — instead, it’s wise to revisit and adjust a strategic plan periodically based on the evolving vision, objectives, needs, and resources of a business or institution.

Depending on the scope of your plan, you may be working with a team of multiple stakeholders during the strategic planning process. To keep the process running smoothly, make roles and responsibilities clear. Different parties may be responsible for providing data, reviewing the plan, or authorizing strategic decisions. As you prepare for planning, make sure all participants understand what’s involved in the process and have received any relevant information prior to meeting.

Benefits of Strategic Planning

There are benefits of strategic planning, including the following:

  • Align the goals of a department or project with larger business goals
  • Provide clear communication to team members, stakeholders, or clients
  • Clearly define the vision and mission of an organization
  • Provide clarity on how to deal with internal or environmental changes

Parts of a Strategic Plan

One way to think about strategic planning is that it identifies any gaps between a current state and desired future state, and then dictates how to close those gaps — how you get from where you are to where you want to be. To that end, various factors are taken into consideration in order to formulate an effective plan. Here are some of the elements often included in a strategic plan.

  • Introductory Statement: The introductory statement should briefly describe why the strategic plan was developed and for what time period, and list the authors of the plan.  
  • Background Statement: This section may provide information about the organization, such as history, management structure, and supporting partners or agencies. Alternatively, you could use this section as a brief business statement — more of an elevator pitch — to concisely describe your business.  
  • Organizational Structure: Include this information if it’s relevant to evaluate how your business or organization operates and is structured, from governing board to staffing.  
  • Vision: A vision statement should briefly describe what a company wants to achieve or become. This is one of the primary organizational tenets to consider, along with values and mission.  
  • Values: These are the principles that an organization stands for and abides by. Many businesses create core value statements to guide company culture.  
  • Mission Statement: A mission statement describes the purpose of a business or organization. This is distinct from a vision statement because it is not a projected goal for the future.  
  • Problem Statement: Some plans include a problem statement, which can outline key or discrete issues that need to be addressed.  
  • SWOT Analysis: A SWOT analysis provides a foundation and context for developing strategy by examining the strengths and weaknesses within and organization as well as external opportunities and threats.  
  • Goals: As stated earlier, a strategic plan may include long-term as well as short-term (i.e, monthly or quarterly) goals. Objectives should be measurable and broken down into actionable steps, and the action plan for each goal should specify who is responsible for implementing the strategy, a timeline for starting and ending the action, and how the outcome will be evaluated.  
  • Evaluation: Methods for evaluation should be spelled out in the strategic plan. This could include tracking key performance indicators (KPIs) and documenting the progress of action steps on an ongoing basis.  
  • Executive Summary : This final summary helps employees, investors, or other readers quickly understand your plan.

No matter what type of strategic plan you are working on, using a template provides a simple and quick outline to organize your process. In the following sections, you’ll find free, downloadable planning templates for business, nonprofit, human resources, marketing, IT strategic planning, and more.

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  • Human Resources
  • Talent Acquisition

What is Strategic Staffing?

Strategic staffing is a human resource strategy designed to ensure an organization has the workforce it needs to meet both current and future business objectives. Essentially, strategic staffing ensures you have the right number of permanent and temporary employees for your business to run efficiently.

How Strategic Staffing Works:

The planned expansion and organic growth of a business rely on the efficiency of strategic staffing. Once business leaders have mapped out the planned growth for the coming months and years, they can determine the number of employees and skills needed to complete their objectives.

HR teams map this information against current staff profiles, identifying gaps so that when the time comes to expand, there is enough appropriately skilled staff to meet the demands of the business. This may mean reviewing and adjusting the mix of permanent, freelance, and contract employees, as well as retraining and upskilling current employees. Notable gaps can then be filled with the recruitment of new employees.

The Benefits of Strategic Staffing:

Easily address hr concerns..

Strategic staffing creates a more organized company structure. This, in turn, makes it easier for the human resources department to identify and resolve any problems that may occur.

Maximize staff utilization.

Companies that do not apply strategic staffing strategies tend to overhire employees. This results in wasted resources and redundancy in job functions. With strategic staffing, a company can maximize employee efficiency, creating more specialized roles.

Plan for future staffing needs.

With a strategic staffing plan in place, HR teams can proactively hire and train new employees to meet the future needs of the business. When production increases, skilled staff is already available to meet the new demands.

How to Staff Strategically:

A step-by-step guide to strategic staffing.

Start with understanding your company's needs and capabilities.

Start by understanding your financial capabilities..

Considering the company's financial capabilities, decisions should be made on whether a position should be added, removed, or combined with another position.

Identify the positions your company needs.

What positions are needed to meet current objectives? What positions are likely to become important to the company in the future?

Mobilize your HR team.

Begin recruiting the right people for these positions..

Once key positions have been identified, the HR team must scout and recruit the right people to fill these positions. If the budget allows, highly qualified candidates can be hired to take on these roles.

Where the budget is limited, it may be possible to hire underdeveloped candidates that can be trained on the job.

Invest in training and development.

Train new hires..

Once an employee is hired, they need to undergo development training . Even highly qualified candidates must undergo some form of training to fully understand the requirements of the position and to align themselves with the vision of the company.

Focus on employee retention.

Put an employee retention strategy in place..

A key part of strategic staffing is taking care of the talent that has been recruited and developed. Employee retention plays a big role in making a company successful. If there is a high staff turnover, resources are wasted on training and development.

Employee Retention Strategies

What is meant by strategic staffing?

Strategic staffing is a strategy designed to ensure an organization has the right number of skilled employees to meet both current and future business needs.

Why is strategic staffing important?

Strategic staffing streamlines staffing and maximizes productivity. It also ensures that businesses have the staff available to grow.

What are the benefits of strategic staffing?

  • Businesses can easily identify HR concerns.
  • It maximizes staff utilization.
  • It allows businesses to plan for future staffing needs.

Who is responsible for implementing strategic staffing?

The human resources department is responsible for developing and implementing a strategic staffing plan.

Related Articles:

Business continuity plan, talent management, employer branding, employee engagement strategies, what is human resources.

  • Business Templates
  • Sample Plans

FREE 10+ Strategic Staffing Plan Samples in PDF | MS Word | Apple Pages | Google Docs

strategic staffing plan samples

Staffing aids in the recruitment of the greatest human resources for various job responsibilities inside the firm. The function of personnel recruiting, screening, and selection undertaken inside an organization or business to fill job openings is known as the staffing process. Essentially, the goal of staffing is to assist a job seeker in finding a job while also assisting a firm in finding a quality applicant for an open position. This contributes to the organization’s increased production . As part of the human resources department, it’s your responsibility to strategically aid the staff in the best position they deserve to optimize their skills. You’ve come to the right place! In this article, we provide you with free and ready-to-use samples of Strategic Staffing Plans in PDF and DOC formats that you could use for your organization. Keep on reading to find out more!

Strategic Staffing Plan

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strategic staffing plan

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educator staffing strategic plan

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strategic patrol staffing plan

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strategic long term staffing plan

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strategic staffing plan example

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basic strategic staffing plan

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formal strategic staffing plan

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professional strategic staffing plan

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A staffing plan is a strategic planning process in which a firm examines and defines its personnel needs , usually driven by the HR department. In other words, a strong staffing plan will assist you in determining the number and types of people required to meet your organization’s objectives. Rather than supplying short-term positions, a strategic staffing plan allows you to examine and implement long-term plans for the kind, cost, and volume of employees necessary to accomplish corporate objectives.

When your company is experiencing considerable expansion, it’s critical to anticipate the demand for new employees . A good staffing strategy starts with recognizing the gaps between what’s needed and what’s available. A Strategic Staffing Plan Template can help provide you with the framework you need to ensure that you have a thoroughly researched and well-written plan on hand. To do so, choose one of our excellent templates listed above listed above. Follow these steps below to guide you if you want to write one yourself:

Simply expressed, the employment strategy must be in line with the company strategy. These goals are usually specified in the company’s strategic plan, so start there to ensure that your talent strategy and intended outcomes are in sync. What is the organization’s growth strategy? Is it necessary to hire employees to staff a new office or retail location? Is it expecting to expand its sales team in order to support a large sales push? You can check out these SMART goals to help you start.

After you’ve created a strategy, you’ll need to assess your present people management scenario. You’ll need to know how long particular jobs take so you can figure out how many workers you’ll need in specific roles. If you want to receive an accurate view of your present workforce performance , you’ll need reliable data.

In a nutshell, a gap analysis compares what you have now to what you require. What has to be filled is the disparity. Are the gaps in your analysis attributable to a lack of training and development? If this is the case, include further training in your strategy for the relevant roles or positions. A gap analysis isn’t the same as evaluating functional demands in general, and by asking a series of questions like the ones above, you’ll be able to identify not just the gaps, but also viable solutions for closing them.

The final stage is to compile all of this data into a comprehensive, practical talent strategy. Your staffing plan should include a summary of all of the assessments and analyses completed in the previous four sections, as well as a description of the decision-making process. All relevant groups, departments, and divisions should be included in the strategy. This exercise may be divided down by division for bigger businesses, with the subplans integrated at the end.

Staffing ensures that the proper people are hired for the correct tasks, resulting in increased production and performance. It promotes the most efficient use of human resources in a variety of ways.

It enables you to hire and develop employees for future roles in the firm. The way you manage your personnel should be dependent on the developments in your business.

Recruitment, selection, and training are the three parts of staffing. These will now be examined in greater depth. The process of seeking potential applicants for a position or a role is referred to as recruitment.

Ultimately, organizational leadership, recruiting managers, and HR executives are all involved in creating a really high-quality staffing strategy. It’s a company-wide initiative. To help you get started with this, download our easily customizable and comprehensive samples of Strategic Staffing Plans today!

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IMAGES

  1. 6 Steps to Create a Strategic HR Plan [With Templates]

    strategic staffing plan template

  2. Strategic Staffing Plan Template

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  3. How To Create A Staffing Plan Template

    strategic staffing plan template

  4. 22+ Staffing Plan Templates

    strategic staffing plan template

  5. Free Printable Staffing Plan Templates [Excel, Word, PDF] Sample

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  6. 40 Effective Staffing Plan Templates (Excel & Word) ᐅ TemplateLab

    strategic staffing plan template

VIDEO

  1. Strategic Plan Training 6 15 23

  2. Unlocking Success: Mastering the Art of Strategic Staffing

  3. Introduction to Strategic Planning

  4. Strategic Planning

  5. Strategic Staffing: The Key to Sustainable Salon Growth

  6. BSMH3023 Staffing Plan Group 3

COMMENTS

  1. How to Develop Staffing Planning (With a Staffing Plan Example)

    A staffing plan, often called a staffing model, is a specific roadmap that helps HR professionals align an organization's talent needs with its business objectives. This ensures successful hiring processes, talent management, and workforce optimization . Used as a model, a staffing plan is a detailed illustration of the organization's talent pool.

  2. How to Develop a Staffing Plan

    Step 1: Evaluate Goals The first step in developing a staffing plan is to evaluate the needed goals to achieve. By recognizing the targets employees will be working toward, human resource...

  3. 40 Effective Staffing Plan Templates (Excel & Word)

    / Human resources / Staffing Plans 40 Effective Staffing Plan Templates (Excel & Word) According to the society for human resource management, the biggest investment problem in a business is its human resource. Even though workers are an important business asset, many business owners face challenges managing it.

  4. How To Create a Staffing Plan in 9 Steps (With Benefits)

    1. Determine your goals First, evaluate the goals you want to achieve by considering the organizational goals that might affect hiring. For example, if you work for an organization that has plans to expand into a new market, or expects to sell products to a new market by a certain date, consider how that might affect your staffing goals.

  5. How to Create a Strategic Staffing Plan for 2023

    We'll cover what's included in a staffing plan and give you a step-by-step staffing plan template to follow as you map your talent needs for the future. What is a Staffing Plan? A staffing plan is an intentional strategy by which an organization identifies its personnel needs and takes action to fulfill them.

  6. How to build a strategic hiring plan

    Sep-2023 How to build a strategic hiring plan Building a hiring plan involves aligning hiring resources with business goals and long-term staffing needs. It requires gathering all stakeholders, determining financial resources, setting company goals, understanding headcount, performing skills gap analyses, and determining CEO involvement. 32,082

  7. How to Create a Staffing Plan: A Step-By-Step Guide

    Step 2: Analyze your current people management landscape. Once you've got a plan in place, you need to take stock of your current people management situation. You need to know how long it takes ...

  8. How to Develop 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:

  9. Top 12 Staffing Plan Templates for Strategic Recruitment [Free PDF

    Top 12 Staffing Plan Templates for Strategic Recruitment [Free PDF Attached] Anmol Thakur April 11 2023 0 Comment Customer Reviews (0) leave your comment Every company's success story has one thing in common and that is the admiration for its employees' efficiency.

  10. Staffing Plan Template

    This Staffing Plan template is designed for HR teams in organizations of all sizes and industries to create a staffing plan aligned to the corporate strategy. The template makes it easy to map out the current and future needs of the organization and to define the roles, positions, and qualifications required to meet those needs.

  11. Staffing Plan Template

    Start diagramming This chart knows what's up even if you don't Managing your team doesn't have to be a juggling act. Introduce a core staffing plan to the ring and watch this circus turn back into an office. Tame the beast: Wrangle team work hours across projects onto one chart.

  12. Staffing Plans: What Every Manager Should Know

    Learn how to create a staff plan that aligns with your company's goals and anticipates staffing changes. A staff plan is the strategic planning process that identifies personnel needs, skills, training and succession policies. Find out what components to include, the benefits of creating a plan and the steps to follow.

  13. PDF Strategic Recruitment Plan Template

    STEP 1: PLAN. Action #1.1: Define the strategic goals Action #1.2: Develop and finalize the recruitment budget Action #1.3: Identify governmentwide and agency-specific hiring authorities Action #1.4: Establish collaboration agreements between HR professional and hiring manager. 3.

  14. How to Build a Staffing Plan [Free Template]

    Use this template to help you get started. Click the button below to open the template in Google Sheets. Open Google Sheet. 1. Identify Your Organization's Business Goals. Optimizing your staffing plan starts with a look at the big picture. By pinpointing your business's short and long-term objectives and aligning your plan to those goals ...

  15. 22+ Staffing Plan Templates

    Our staffing plan templates help you develop the most ideal strategic staff and personnel matrix on a spreadsheet. Each staffing plan lets you write your analysis that helps create a strategy for any project, establishment, and business hiring and recruitment needs.

  16. Create a successful strategic staffing plan in 2021

    Creating a staffing plan involves three steps: Determine current staffing needs Forecast future staffing needs Identify the gaps between the two After assessing staffing needs, you need to determine the recommendations on how to address those needs.

  17. Free Workforce Planning Templates

    Download Workforce Transition Plan Template. ... Overall, workforce planning helps an organization create a strategic framework for making staffing decisions. Analyzing workforce data can lead to informed staffing decisions, which can help a business reach or exceed its goals and quickly handle problems when they do arise.

  18. Free Strategic Planning Templates

    Excel | Smartsheet A nonprofit strategic plan often emphasizes vision, values, and mission as the foundation for future objectives. A template can be used to clearly define who is being served and what issues need to be addressed.

  19. PDF Strategic Staffing Guidebook

    Strategic Staffing Guidebook 5 SECTION 2: Basic Strategic Staffing Concepts What Is Strategic Staffing n A process for defining and addressing the staffing implications of an organization's strategic and operational plan s. n A long-term context for short-term activities. n A focus on critical issues. n A managed movement into, around, and ...

  20. What is Strategic Staffing?

    By Paul Peters, Updated Nov 23, 2023. Strategic staffing is a human resource strategy designed to ensure an organization has the workforce it needs to meet both current and future business objectives. Essentially, strategic staffing ensures you have the right number of permanent and temporary employees for your business to run efficiently.

  21. FREE 10+ Strategic Staffing Plan Samples in PDF

    A Strategic Staffing Plan Template can help provide you with the framework you need to ensure that you have a thoroughly researched and well-written plan on hand. To do so, choose one of our excellent templates listed above listed above. Follow these steps below to guide you if you want to write one yourself:

  22. Free Strategic Plan Template and Best Practices

    The strategic framework template simplifies the process by allowing you to define precise objectives and track the progress of three key results associated with each objective. Using this strategic plan template, you can streamline goal management and enhance productivity. 6. General Strategic Plan Template.

  23. PDF How to write a strategic plan

    Overcoming Challenges and Pitfalls. Challenge of consensus over clarity. Challenge of who provides input versus who decides. Preparing a long, ambitious, 5 year plan that sits on a shelf. Finding a balance between process and a final product. Communicating and executing the plan. Lack of alignment between mission, action, and finances.