Human Resources Manual template
Standard policies and procedures to adapt to suit your business needs. The template includes a social media policy for your employees.
See how others do it as business owner and employer of eight staff, Carol Campbell, talks about how she uses the HR template.
Identify the issue or problem you are trying to address, the risks of not addressing it now, the benefits if you do and the goals you want to achieve. Some common reasons for workforce planning are listed below.
- There is too much work and not enough people to do it. If you are struggling with the work load generated by your business, you might be looking to employ staff for the first time.
- External factors have forced me to change the way I run my business. There are many external factors such as regulatory changes, market changes or new technology that may force you to look at how you run your business.
- I want to review my current staffing situation and make sure that I am getting the most out of my staff. Identify whether or not your staff are performing well and that you are getting the most for your money.
- I want to grow my business strategically. There are opportunities for your business to grow and you want to plan for the future. Use our business plan template and our marketing plan template to plan ahead.
Make sure you communicate your intentions with existing staff, look at your current business plan and use our business analysis template to clarify what your business needs are.
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.
If you do not have one, use our HR Manual Template (DOC 1938.5 KB) to create a staffing manual to suit your business.
- What are your employees characteristics (age, salary, who 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?
Use our workforce information template (DOCX 18.5 KB) to help you clarify your current staffing situation
Questions to ask before hiring new staff
- what skills are critical to your business: 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?
- what position will work best in your business: consider your options, up-skilling existing workers and taking on new entrants to the workforce and training them
- what can you afford: 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
- what are your likely resourcing needs in the next year: 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.
Determine your future staffing needs
Having identified your business needs and profiled your current workforce, you can use our Workforce Action Plan (DOC 74 KB) to get your workforce to meet your business goals.