Workplace staffing is a key issue when it comes to helping your business succeed. Many companies do not have a coherent staffing strategy. When a company is unprepared for staffing issues, its performance will suffer and important tasks may fall through the cracks.
A staffing strategy is not the same thing as a recruitment strategy. Recruitment is only one facet of staffing. Staffing goes beyond recruitment to encompass the retention of a qualified workforce that is prepared to handle the company’s overall goals.
FirstPRO explains the seven steps toward creating a coherent staffing strategy, sharing information that may help along the way. Human resources professionals will find this information helpful, as well as department heads and company executives.
Understand Your Business Goals
You will need to be familiar with your organization’s business plan. A properly written business plan will contain the company’s short-term and long-term goals.
Goals may include improving sales, investing in capital improvements, or acquiring other companies. All of these goals need to be taken into consideration when constructing a staffing strategy.
Know Your Staff
It is counterproductive to make a staffing strategy without fully understanding the workforce you already have in place. Make a centralized spreadsheet or database that holds information about your staff. This database may already exist in your human resources department, but its creation will be a huge help in creating a staffing strategy.
You will then be able to build reports about your staff, establishing their skills, capabilities, and current responsibilities. If you see an area where current staff levels are not covering the job properly, that would be a place to hire someone or bring someone over in a lateral move.
Analyze Staffing Patterns
It is a good idea to look at the patterns of staffing that already exist within your organization. You will need to know exactly who is planning to leave or retire in the upcoming months or years. You will need to know about promotions and succession plans. You will also need to know how long your company’s average service length is and find ways to retain these employees if necessary.
Identify Your Needs
When you analyze this information, it is likely that you will see gaps in your staffing coverage. It may be that redundancies have caused your employees to absorb someone else’s job description, leading to burnout.
You will need to know what skills, resources, and experience are needed to fully run your business. You will need to find out what timeline covers training and development so you can plan accordingly.
Your human resources database will be able to help you. You will have reports detailing what roles you need, how long it takes to recruit for them, and the time frame for onboarding and achieving productivity.
Create a Projection for Future Staffing
To plan for future needs, you will need to create a staffing plan for the next 5 to 10 years. This may seem like an excessively long period for planning, but it is crucial to put this plan into place.
You will need to consult with management staff, shareholders, and owners to complete this step. Everyone needs to be on board with a long-term vision for the company. They will need to share possible future events with you, like an expansion to a new facility, acquisition of a new company, or a restructuring of the company.
Promotion and succession plans will have a large role to play in this staffing projection. You will have to understand how different departments work together and how their employees learn about their jobs. For example, if an employee who commonly trains others is retiring, you will need to find another person who can do the job in the future.
Enhance Your Brand and Workplace Culture
To attract the best new employees, it is vital to have a coherent, positive brand. You will want your future employees to consider your company a good place to work. Showing integrity in a brand and taking part in public service are good ways to start.
Many companies overlook the importance of culture in staffing. They may mistakenly believe that company culture is a phenomenon to which people only pay lip service. They need to be taught that company culture underpins everything you do.
For example, Google is a demanding place to work, but its excellent company culture makes it a sought-after assignment. Employees work hard, but they are rewarded with various amenities. Even better than the amenities is a culture of collaboration, where even the lowest-level employees can share ideas that make it up to the C-suite.
Frequently Review Your Plan
It is not enough to write a staffing strategy, put it on the shelf, and forget about it. As a human resources professional, you will need to work on this plan continuously. Once you have the basic structure set up, it will be easier to input new data and to make decisions based on the information you have on hand.
It is understandable that events may be up in the air at this extremely difficult time, but these strategies are needed to plan for proper staffing now and in the future. FirstPRO recommends that these seven steps be followed to help human resources professionals understand their staff and how they can optimize it to create future success.