Staffing plans help employers analyze and respond to staffing gaps.
Many factors drive the loss of staff, including changing labor markets, wage inflation due to competition for key skills, lack of employee engagement, and retirement. The model below outlines how employers can evaluate and respond to such losses.
Identify how many staff are needed to meet deliverables, outputs, and performance measures. The most accurate forecasts are one to three years into the future. Consider:
Identify what and how many staff will be available to meet staffing needs. Consider:
Subtract the projected supply from the projected demand. A negative result indicates the need for a new strategy.
Click here to view a gap analysis example (PDF file).
There are Demand-side and Supply-side staffing strategies. Consider a combination of strategies when addressing staffing gaps.
Demand-side strategies reduce the number of positions that need to be filled. They include:
Supply-side strategies help fill the remaining staffing gap once demand-side strategies have reduced the number of positions that must be filled. They include: