Why is it important to plan your staffing before you start to hire

people?
When you are going to war and have no plan, no strategies, nor
battle experience, what do you expect to happen to you on the
battlefield? I guarantee you that you will be dead in just a couple of
minutes on the battlefield if you have nothing of the things I say. So,
what are the essence of what I'm saying right now like is there a
connection between war and staffing? Yes, we can relate them in terms
of a scenario like if you also have no plan, strategies, and no experience
in the battlefield, you will also get failure and common types of
candidates in the workforce that you also may suffer in the long run. So,
what are things you need to do to prevent this kind of scenario in your
firm or company? The first thing you need to know is to find your
company goals like you are planning to make the company better or
worse. And do you need to see if you are planning for the company's
long run or short run?. When doing the first part of the plan as HR, you
also need to consider where you will put the employees to know the
exact amount of employees you need to hire. The second thing that HR
should know is to determine the current staffing situation. Like they
should get the demographic of the employees they had in the company
how many employees work in the company in this yr, who is the
retiring in this yr or month, capable of doing leadership works, people
also that have a low-performance rate should fire in the company so
getting this data.Why is it essential to plan your staffing before you
start to hire people? The third part of the plan is HR need to use ratio
analysis. Using the ratio analysis, HR now will have the ability to predict
the employees' demand in a specific year. So, this might help them to
allocate their resources to get the best intern coming to their door. And
HR can also predict their income at the end of the year if they get the
best intern in the workplace right now. The fourth part of the plan is HR
needs to make a gap analysis. Therefore, using the gap analysis, HR will
know if the company has an employment gap and find the holes in
company skills and talents. Using the gap analysis will let them know if
they need to hire or improve the company employees. The very last
step is to make a staffing plan. Now you have the resources required to
complete the staffing plan. As the HR, you will put the
recommendation, training programs to address skill gaps and the
company and provide the retirements and promotions of the company.
In conclusion, making the staffing plan is problematic because HR has a
different type of scenario to consider to succeed in the long run. So that
it's essential to make a plan before you take another intern that will
enter your company for the short or long term in the company because
it can destroy or benefit the company.