Yet in the face of extreme volatility, many organizations have stuck with conventional strategic planning techniques, to the detriment of customers, shareholders, employees, and other stakeholders.

This is exactly what TEXEM’s powerful executive development programme, Strategic Governance and Leadership: Steering Excellence in Turbulent Times, scheduled between 16–17 July at Wheatbaker ...

Organizations planning how to respond to current and future demands on their workforce resources will benefit greatly from productivity standards and models that accurately account for the greater ...

Some organisations are developing dynamic workforce planning approaches to cope with increasing economic turbulence and change – the South Central Ambulance Service is one.

A critical part of strategic workforce planning is succession planning because it can help ensure continuity and stability, especially during times of transition or unexpected departures.

These periods of change can present unique opportunities for growth, innovation and transformation—if handled with the right leadership skills.

Strategic workforce planning should identify the right mix of talent required to reach future goals — and those who recruit and hire new workers should be actively involved, the report said.

And without reliable data-driven insights, workforce planning often becomes reactive rather than proactive, making it difficult to align talent with changing business needs.

In the traditional strategic-planning model, managers attempt to forecast how markets will evolve and competitors will respond, and then define a multiyear plan to position their company to win in ...