Public Interest

How to develop and calculate a staffing plan and need?

Creating a staffing strategy is a crucial component of operating a successful business. Staffing plans assist organizations in ensuring they have the appropriate number of qualified employees to satisfy their operational needs. Maintaining a productive and efficient personnel is facilitated by a well-designed staffing plan. 

Here is how the HR can develop and calculate a staffing plan and needs:

  • Determine your business needs

The first stage in developing a staffing plan is to determine the organization's requirements. Determine what duties must be performed, what skills are necessary, and what roles are required to achieve the organizational objectives. This procedure entails analyzing your business processes, identifying gaps, and determining the necessary workforce capacity to cover those gaps.

  • Conduct a job analysis

It is essential to conduct a job analysis when devising a staffing plan. It assists companies in identifying the knowledge, skills, and abilities required for each job role. This analysis assists in determining the qualifications and experience required for each position and identifies the core responsibilities for each position. A job analysis also assists in identifying any potential hazards associated with each position and the necessary countermeasures.

  • Determine your workforce capacity

After completing a task analysis, you must then determine your workforce capacity. Determine the number of employees required for each position, taking into account employee turnover, business expansion, and seasonality. Determine the optimal combination of full-time, part-time, and temporary employees to meet your business's requirements.


Once the personnel capacity has been determined, a staffing plan must be developed. 

The following should be included in the personnel plan:


  • Job roles and responsibilities: Specify the job roles and responsibilities necessary to meet your organization's requirements.
  • Workforce capacity: Specify the number of full-time, part-time, and temporary employees required for each position, along with the required skill sets.
  • Identify recruitment and selection strategies in order to attract the most qualified candidates to your organization. This includes job postings, employment fairs, employee referrals, and advertising on social media.
  • Training and development: Develop a training and development plan to ensure that employees have the necessary skills to effectively perform their duties. This includes mentoring, counseling, and on-the-job training.
  • Performance management: Develop a performance management plan to measure and track employee performance. This includes setting performance goals, conducting performance reviews, and providing feedback and recognition.
  • Calculate staffing needs


To calculate staffing needs you must keep in mind the following factors:



 Determine the amount of work that needs to be completed by each role.

  • Workforce productivity

Determine the productivity level of each employee, including the time taken to complete each task.

  • Workforce availability

Determine the availability of each employee, including their schedule and any time off.

  • Workforce flexibility 

Determine the flexibility of each employee to take on additional responsibilities and work outside their regular job duties.

  • Monitor and adjust your staffing plan

It is essential to monitor and alter your staffing plan on a regular basis to ensure that it remains effective. Monitor the effectiveness of the plan by monitoring employee output, attrition, and absences. Utilize this information to adjust your personnel plan as needed.

In conclusion, developing and calculating a staffing plan and needs is crucial for ensuring that businesses have the appropriate number of skilled employees to fulfill their operational requirements.