Small business workforce planning is pragmatic and directly tied to revenue.

The owner-manager typically does it intuitively. Formalizing it means asking: 

“What sales do we expect?” and “Who do we need to deliver that?” 

It involves creating a simple skills inventory of current staff, forecasting hiring needs for the next year, and creating a budget for salaries and recruitment. 

Key challenges include limited resources for training and less brand recognition for attracting talent. 

Strategies focus on cross-training employees for flexibility, building a strong culture to retain key people, and leveraging local networks and contractors for specialized skills.