In this video, Burgette C. Perkins, Senior HR Business Partner for Kimberly-Clark Corporation explains their use of “build, buy, borrow plans” in the workforce planning/talent acquisition process. First, the organization identifies which roles are critical to execute the business strategy. HR then assesses the current and future supply of internal talent to fill those roles. If no one is ready to fill an immediate or imminent vacancy, HR recommends either “buying” the talent (i.e. recruiting externally) or “borrowing” it internally (e.g. giving the role temporarily to someone from another business unit). For longer term talent needs however, Kimberly-Clark prefers to “build” the talent they need internally for critical roles. This commitment to the internal mobility of employees means giving them opportunities to grow through short term assignments and mentoring programs.