Meet business outcomes by evolving to strategic workforce planning

Establishing new approaches to outdated thinking

Turning uncertainty into action starts by analyzing the pros and cons of historical operational workforce planning, then comparing business demand against current and near-term workforce supply—this approach is called strategic workforce planning.

Strategic workforce planning leverages operational baseline data along with longer-term expected business demands to model and create alternate scenarios. This gives the organization key insights to plan and react to changes with agility and leads to more informed decisions going forward.

But the key to successful strategic workforce planning is understanding nuance and building on a solid operational workforce planning foundation. Closing the talent gap to bring about meaningful change will require a new commitment to establishing trust and teamwork between HR teams and business leadership.

Capitalizing on new opportunities

How can organizations ensure the evolution from operational workforce planning to strategic workforce planning happens according to plan? A new whitepaper from Deloitte explores the key components of transitioning from operational to strategic workforce planning.

Backed by Deloitte’s depth and breadth of experience, consultation, and trusted alliance partners, we present recommendations founded on industry-leading expertise, proven tools, and use cases. The goal? Helping organizations like yours successfully transition from traditional operational workforce planning to more efficient, data-informed, and agile strategic workforce planning.