Strategic Workforce Planning
📅 Last reviewed: February 2026
Align talent supply with business demand using skills intelligence
Implement strategic workforce planning that uses skills data to forecast needs, identify gaps, and recommend build-buy-borrow strategies.
Duration
6-10 weeks
Steps
6 phases
Category
Advanced
Step-by-Step Guide
Understand Business Strategy
Translate business plans into workforce implications.
- Review strategic plans and growth targets
- Identify business initiatives requiring talent
- Map technology changes to skill needs
- Assess market and competitive factors
Duration: 1-2 weeks
Assess Current Supply
Build comprehensive view of current workforce capabilities.
- Analyze current skills inventory
- Segment by role, level, location
- Identify skill concentrations
- Assess productivity and performance
Duration: 1-2 weeks
Forecast Demand
Project future skill and headcount requirements.
- Model growth scenarios
- Identify emerging skill needs
- Factor in technology automation
- Consider role evolution
Duration: 2 weeks
Analyze Gaps
Compare supply and demand to identify gaps.
- Calculate headcount gaps by role
- Identify skill gaps by capability
- Assess geographic distribution
- Prioritize by business criticality
Duration: 1 week
Develop Action Plans
Create strategies to close gaps.
- Determine build (develop) opportunities
- Identify buy (hire) requirements
- Assess borrow (contract) options
- Plan redeployment strategies
Duration: 1-2 weeks
Implement and Monitor
Execute plans and track progress.
- Align recruiting to plan
- Target development investments
- Monitor plan vs actual
- Adjust based on business changes
Duration: Ongoing
Expected Outcomes
- Proactive talent strategy
- Data-driven workforce decisions
- Optimized talent investments
- Business-aligned workforce
Related Capabilities
WeSoar features that support this playbook
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