Ensuring an organization has current and future access to the human capital involves both demand forecasting and anticipating human capital supply. It is often closely associated with service or product demand but is confounded by internal and external unknowns that makes the planning process imprecise, frequently ineffective, and sometimes counterproductive.
Goals and Objectives
Workforce planning considers product and services demand, internal workforce trends, and external labor supply. While strategic decisions often occur at predictable intervals, urgent and momentous decisions are required outside the strategic planning cycle, but still consider the dynamic variables. Up-to-date insight can help organizations make optimal decisions.
This use case is supported by intelligent workforce planning tools including analytic and cognitive capabilities to anticipate workforce demands along with business and HR consulting to establish workforce strategies, governance, and processes.
Use Case Summary
Adaptive workforce planning continuously monitors internal conditions and external trends to identify talent risks and opportunities. In talent-related business decisions, including expansion, acquisition, or divestiture, up-to-date analysis can allow for rapid and accurate decision making.