Tumult and uncertainty have made workforce planning particularly challenging in recent years. The Great Resignation (punctuated by record vacancies in the United States and UK) gave way to widespread economic uncertainty and high-profile layoffs. Meanwhile, the larger trends toward contingent labor, offshoring, and automation have continued, and many workers emerged from the pandemic clamoring for greater flexibility and professional development.
Against this backdrop of disruption, it’s clear that traditional, tactical workforce planning isn’t only ineffective, but it leaves organizations unprepared and reactive to whatever risk or opportunity next crests the horizon. Strategic workforce planning, by contrast, aligns the composition of your workforce with your strategic objectives. It brings finance, HR, and operations together, and rolls everything from strategy to headcount analysis, talent mix to organizational changes into the same conversation and system. The result is a workforce plan that’s both flexible and future-oriented and that’s centered on matching talent to strategy, rather than headcount and titles.