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Workforce planning and HR templates

Make sure employment works for your business.

On this page

  • Assess your business needs
  • Determine your staffing needs
  • Use the HR policy and procedures template

Important

Make sure you have a clear business plan so you know what your business goals are.  Use our free business plan template to help with this.

Why conduct workforce planning?

Your business plan should give you a clear idea of what you want to achieve in your business. Common reasons for workforce planning include:

  • struggling with the work load generated by your business
  • regulatory changes, market changes or new technology that may force you to look at how you run your business
  • poor staff performance
  • achieving business growth.

Look at your current staffing situation

Good HR records should help you gather this information but if you do not have this information at hand then you can conduct staff surveys or have conversations with your staff. Questions you should ask are:

  • what are your employees characteristics (age, salary, who do they report to etc.)
  • what skills do you have in your business?
  • what is the rate of workforce growth or decline? Over time?
  • what is your staff turnover rate?
  • what is your workers' satisfaction?

Workforce information template (DOC 44 KB)DOC icon

Hiring new staff

Make sure you think about the design of your  organisation structure. Inefficiencies can be commonly tracked back to poor organisational design, effective organisational design creates an environment where people can work and communicate efficiently.

Before you hire new staff, you should consider the following:

Critical skills

If you couldn't find someone to fill the job would it hurt your business significantly? Does an employee already possess the skills but isn't using them in their role?

Consider your options

Consider your options, up-skilling existing workers and taking on new entrants to the workforce and training them.

When considering your options for employment, be sure to consider the Restart Program, offering incentives for employing people aged 50 or older.

Consider costs

This doesn't just mean wages, you'll also need to think about turnover, loss of training, inexperience and long term vacancies if there is a high turnover of staff due to badly thought-out jobs

Resources

Will this change in three to five years and if so, how are you planning for it? Will the role be full-time, part-time or casual? Having flexible working arrangements, such as part-time hours, working from home or job-sharing options may open up your job to more applicants have you considered a broader range of potential employees such as older/younger workers or working parents.

Consider employment types and hiring options.

Determine your future staffing needs

Having identified your business needs and profiled your current workforce, you can now get your workforce to meet your business goals.

Workforce action plan (DOC 71 KB)DOC icon

Create an HR manual 

Tailor a policy and procedure document that will ensure your staff will fit your workforce plan.

HR manual template (DOC 1939.5 KB)DOC icon