Every organization should have strategies in place for all areas of the business, including for staffing purposes. Without a strategy in place the company will not fully understand where it is currently at, where it needs to be, or have a plan to get there. Through the staffing strategy process the company may determine that the needs of the organization are different than originally anticipated, or that it may take longer to obtain the staffing goals. Many variables are at play when developing a staffing strategy, including:
- Industry trends
- Business plans for downsizing or growth
- Availability of labor in the market
- Growth timeline
- Current turnover trends for the company
These are just some of the items that the organization should look at when developing a staffing strategy. Each industry and market is different in regard to needs and availability.
Several steps should be taken through the staffing strategy development process. First, HR should meet with the management teams over each department and / or the senior management team to determine where the company is currently in regard to staffing. Second, the management team must determine where the company is headed and the growth goals of the company and each department. Third, HR must determine what the employment market is like for the area to determine what type of staffing is available for growth. If, for example, the employment market is extremely lean, then the company may need to look at alternative options, such as offering relocation assistance to the right candidates or enhancing the benefits for employees to attract better candidates.
Several steps can come in between the above mentioned steps, but this is a high overview of what needs to happen. Each company is different in how the strategy is developed, the steps that are implemented, and the desired end-result of the strategy.