In our last post, we talked about the definition and benefits of workforce planning. In this post, we’ll discuss how to go about implementing a workforce plan.

Step 1. Make the case.

Your first step towards implementing a workforce plan should be to discuss it with the managers at your company. You essentially have to sell them on the idea, which means you need to give them cold hard facts on how your company can benefit from a workforce plan. In your presentation, you should include information such as:

• The number of positions (including full-time/direct hire, part-time, and temporary) at your company.
• A projection of future staffing needs based on company goals and objectives, as well as trends in your industry.
• How you plan to go about recruiting new people to fill those staffing needs. For instance, do you need temporary staffing help to fill a seasonal demand, or do you need to hire full-time staff? Also, do you plan on bringing in a 3rd party, such as a staffing agency in Northern California, to meet those needs?
• A cost estimate and deadlines for implementing the plan.

Step 2. Create a team.

If your workforce plan is approved, pat yourself on the back – and then get down to business. Your next step should be to create a team that consists of both managers and employees from each department. Meet with the team regularly to get feedback and insight into the inner workings of each department so you can develop a workforce plan that effectively meets the needs of the company as a whole.

Step 3. Create a plan.

Now, you need to develop a more detailed plan that encompasses your findings from team meetings. It should include the number of new people you’ll need (and why); whether each is a full-time, part-time, temporary, or temp-to-full time employee; any necessary training programs or manuals that are needed; any new equipment or supplies, such as computers or printers, that will be needed; and your budget for all of these items.

Step 4. Develop goals and time lines.

Also, outline your goals for recruiting new personnel and set a time frame in which you’d like to accomplish those goals. If you decide to work with a Northern California staffing agency, then be sure to communicate those objectives and deadlines to the agency.

Step 5. Communicate progress.

Always keep the lines of communication open. Send out emails each week or every other week to update management and staff about progress. Ask for feedback and suggestions on how to improve the process. You may also want to keep senior management in the loop with more frequent and detailed reports.

Need some additional help with your workforce plan? At Pacific Staffing, we are an experienced Northern California staffing agency that can work with your company to ensure your workforce needs and goals are met. Please contact us if you’d like help finding reliable and skilled talent – whether on a full-time, temporary, or temp-to-full time basis – to fulfill your workforce planning needs.