Ideally, the action plan list the resources needed to address the strategy or objective.
These resources include, for example, funding, facilities and expertise (people). A staffing plan is created by grouping similar types of expertise and tasks.
(Before reading this topic, be sure to read the definitions and various steps in the staffing process to notice where this topic fits in the overall process.) © Copyright Carter Mc Namara, MBA, Ph D The staffing plan specifies what positions, jobs and/or roles will be needed by the organization, usually over the next year, along with how they will be organized into the organization, including who they will report to and how they will work together.
When developing a plan, whether it's a staffing plan or a strategic plan or a business plan, the process of the planning is as important -- if not more important -- than the plan (document) itself.
In that case, use that information to begin to draft a staffing plan. (The extent to which the steps are done depends on how many resources the organization has for extensive, formal planning.
For example, large, well-established organizations would integrate other activities than those listed below, such as analysis of demographic trends, forecasts of retirements of current personnel, and succession planning.) The following steps are to help the reader begin to think strategically about staffing needs. The strategic plan specifies strategic goals and strategies or objectives to achieve each goal.
Those similarities often are grouped into various jobs or positions.
This phase is sometimes referred to as the job analysis.
Those needs in personnel usually result in staffing plans that specify what jobs or roles are needed and by when.
Do not be discouraged if your organization does not have a formal, written strategic or business plan (although if you don't, you should aim to do written plans soon) It's very likely that much of the information, that would be in those plans, is already in the minds of the leaders in the organization.