Enjoy access to stage-based practices, step-by-step guides, and tools to build strategic HR programs.
The planning process flows first and foremost from the organization’s strategies and objectives, then from a review of the resulting workforce needs. It is through this process that current and upcoming talent gaps, new positions, and at-risk incumbents are identified.
The strategy can be developed after reviewing the organization’s strategic plan and/or business plans. Such plans will reveal future changes and evolutions that may have an impact on the number and type of executive and critical roles needed for successful execution. Strategies for growth, recession (reducing or eliminating products, services, or markets), new product or service introductions, and acquisitions or mergers can all influence the need for new executive or critical skills roles, capabilities, or locations that drive changes in the future makeup of organizational and technical leadership.