A business can identify its staffing needs by forecasting demand, forecasting supply and then performing a gap analysis to see how the two diverge, if indeed they do. If there is a deficit, then it is advisable to hire additional staff in order to cope with more demand while if there is a surplus, it may be advisable to reduce staff or restructure staffing, notes Washington State Human Resources (WSHR).
Staffing needs encompass a wide array of situations including fresh hires, internal promotion and staff reduction. Employers can also streamline individual employee productivity, streamlining processes and retraining, according to WSHR.
- Forecast demand
- Forecast supply
- Perform gap analysis
Employers must form a rough picture of the services they will need from their employees in the predictable future. This picture acts as a tentative frame for how policy within a company will handle the distribution and hiring of employees in order to build a workable infrastructure.
The next step in developing an idea of staffing needs is to understand the amount of service or productivity a company can supply at a given level of staffing. This produces a picture of the company's ability to perform at different points.
The gap between demand and supply, or overlap in either direction, provides a path for improvement. Managers can find a new strategy and pursue it based on gap analysis results.