What Is a Staffing Management Plan?

A staffing management plan is a business document that aims to aid organizations in identifying and acquiring staff members and employees at all levels and all departments of an organization. A well-developed staffing management plan addresses the needs of an organization in various ways. It depends on the structure, business model, project completion processes, and staffing deadlines. A staffing management plan defines the overall approach of a company for its staffing projects to accommodate problems or issues about acquisition timelines for employee contractors and outsourcing agencies. It also defines the work schedule of staffing employees and the time of termination of their employment. The plan also describes the training requirements, project location, team-building techniques and strategies, and all other components that contribute to the success of a program or project, achieving the goal statement the company sets. Do not confuse a staffing management plan with a human resource management plan, despite the similarities between the two.

According to the data from Statista regarding the distribution of staffing and recruiting industry sales in the United States from 2015 to 2019, about 85 percent of employees are temporary and contract workers, while 15 percent consists of search and placement employees through detailed staffing plans.

Components of a Staffing Management Plan

Staffing management plans aim to address the needs of an organization at present and in the future. As such, it gives the company sufficient time to find solutions in terms of staffing problems and issues to guarantee that projects or programs become achievable. If the organization leaves everything at the last minute, there will be grave consequences in the end. For the company to accomplish daily tasks, resume daily operations, deal with unpredictable emergencies, and avoid any more delays on projects, having a staffing management plan is a priority. The section below details the essential elements that the document needs, including descriptions to help better understand them.

Executive summary: The executive summary serves as the introduction of the staffing management plan. The executive summary provides a comprehensive overview of all the contents and major components of the management plan. In writing the document, make sure to be as clear and concise as possible, highlighting the principal points the reader needs to know. Not every single detail needs to have an emphasis. Instead, cover the most significant ones have brief explanations. After reading the executive summary, the audience must have a clear understanding and comprehension of the entire staffing management plan without having to read the document in its entirety.Vision statement: The next section of the staffing management plan talks about a brief reference of the vision statement. The company indicates the vision statement to serve as a guideline for the organization to assist in making consistent and well-informed decisions according to its philosophy and organizational goals. Vision statements are often confused with mission statements, but the first one focuses on identifying long-term goals, while mission statements tend to focus more on short-term goals.Mission statement: A well-composed mission statement aims to communicate what the communication does and the overall process for management. The statement explains the purpose of the organization, including the reason behind its establishment, the products or services it provides, and the target market for these products or services. The mission statement focuses on ensuring that all people in the organization show dedication to the company mission. The vision and mission statement must reflect the aspirations of the stakeholders.Company goals and objectives: After establishing a clear vision and mission statement, the company must determine the process or procedures to put them into action. It is essential to identify the objectives to assist the company in achieving its vision and mission. These goals must reflect what the organization wishes to achieve, guiding the organization towards its success.Key performance areas: In executing a staffing management plan, the key performance areas focus on the general areas of operation in the organization where there is an urgent need for a solution, improvement, or outcome. There are multiple key performance areas in an organization, and the company has the responsibility of addressing each one in the implementation of the staffing management plan. Some key performance areas include management, human resources, manufacturing, production, technology, and finance.Policies and procedures: Policy and procedure is a necessary component of the staffing management plan as it formalizes and standardizes operations. Having set policies and procedures contributes to the creation of consistency and cohesion in the work environment. In this section of the staffing management plan, the company can indicate the work hours, work schedules, dress codes, leave policies, and other provisions they deem useful, depending on the size and needs of the organization. It takes a great amount of time and consideration to make rational and reasonable policies.Future considerations: No matter how many times a business prepares for unforeseeable events, there are still instances that it can happen. A company must base certain and future projections on these unsolved problems and issues.

Significance of Staffing Management in Organizations

Many businesses become unsuccessful due to financial distress from poor human resource management. Since employees are one of the most valuable assets that a company has, they must protect their workforce as much as possible. Human resources must undergo continual and constant monitoring with proper adjustments and assessments as necessary, similar to other company assets. The section below talks about the significance of staffing management in organizations.

Filling skill gaps: Managing human resources involves determining possible skill gaps. If the company fails to recognize the needs of the company, extra expenses and time are what the company needs to accomplish its goals. Hiring new employees brings innovation, new ideas, and a sense of competition to the organization and must always be a part of the entire recruitment process.Staff retention: A low turnover rate of employees must be one of the most significant goals of a company. The process and resources for the recruitment process are minimal if the company retains its employees, only investing in training programs and educational seminars to enhance and develop their skills. These staff members know that the company values them by giving them importance and providing more growth opportunities. In turn, these employees remain loyal, become more productive, and are happier.Reputation and competition: Loyal employees who remain with the company for years reflect a professional workplace. Allowing staff to take on different tasks and activities or rotating them through different departments gives them the chance to develop their skills and expose them to various settings of the company. Reward systems also promote the openness to collaborations and completely change the organizational culture for the better. Reaching out to all employees fosters company reputation, affecting customer opinions and brand awareness.Better management: Businesses can also offer their employees the opportunity to try a variety of roles. Through this, the company can attract top talents into the company, especially for those individuals who are looking for the opportunity for personal development and diversity. Attention to staffing management can avoid litigation matters in the future.

How To Write Staffing Management Plan

First and foremost, a staffing management plan must be comprehensive. The staffing management plan shares its similarities with the recruitment process. As such, the document must contain similar elements, incorporating contingencies and provisions essential to the hiring process. The section below details the different steps to help you create a staffing management plan for your company.

  • 1. Identify the Staffing Necessities of the Company

    This is the first and most vital step in the staffing management plan. It is necessary to identify what the organization needs in terms of human resources. The things to consider for the staffing needs of a company range from departmental business goals, technical and soft skills of candidates, and type of work or workers. It is also necessary that everyone working on the staffing management plan are in agreement with the needs of the company.

  • 2. Establish Schedules and Budgeting Plans

    The staffing management plan must contain a hiring and employment timeline. The hiring timeline refers to a particular date wherein candidates are hired. Without a clear timeline, there are no deadlines for hiring new employees. Meaning there is a possibility of missing hiring deadlines that can cause delays in meetings and project completion. Employment timeline refers to an employee’s employment term. Full-time employees work until they want to or until the company wants to hire them for the position. For contract employees or contingent employees, there is a set date. When it comes to budgeting plans, direct hire and contract workers have separate budgets. The company must establish, clarify, and approve hiring budgets before hired workers start with their jobs.

  • 3. Construct and Implement Talent Acquisition Strategies

    There are different ways that the company can proceed with hiring employees since there are different types of talent that an organization requires. Active job seekers are individuals who are actively looking for job opportunities. These people are either currently unemployed or employed but are seeking opportunities elsewhere. Passive candidates are those who are not actively seeking but are open to exploring better possibilities from their current employment. Different types of candidates need different acquisition strategies.

  • 4. Develop and Execute an Onboarding Program

    The onboarding process allows the company to become familiar with daily operations and to express to the new hire that they made the right choice to join the company. Onboarding begins as soon as the candidate accepts the job offer. The process starts early on to make the employee feel comfortable and welcome. If the onboarding procedure starts much later, between the offer and the start of work, it is more likely that the candidate will show disinterest with the risk of fall-off.

  • 5. Discern the Proper Training Materials and Programs for Employees

    The training process does not end in the onboarding process but the entire training program for new employees. Training is continuous, especially if it helps an employee to become more productive and provide additional value to the organization. Training not only helps employee productivity but also helps the company by bringing effective services and quality products. Identify all the necessary materials and programs that employees need to satisfy hiring needs to fulfill company objectives.


What are examples of staffing in the workplace?

Some examples of staffing include temporary hires, direct-hire, seasonal employees, bilingual employees, among others.

What is the initial step in writing a staffing plan?

The first step to any staffing plan is to evaluate the needs according to the goal that an organization wishes to achieve.

How do you implement project staffing?

Project staffing is a method that companies use to form a project team that fulfills certain roles and functions and assigned tasks.

Staffing management is advantageous to companies that seek growth and development by hiring competent and well-experienced employees to join their roster. Whether these employees are new to the industry, the staffing management plan provides a comprehensive guideline to acquiring human resources for programs and projects for the company. No matter the size of the company, instituting the document provide solutions for skill gaps, lessen employee turnovers, and increase brand reputation. Start developing a staffing management plan for your organization by downloading the 5+ SAMPLE Staffing Management Plan in PDF | MS Word available in the article. Get yours today, only at Sample.net.