Unfortunately, workforce planning is often assumed to be nothing more than headcount planning that is done to calculate how many new hires will be needed in the coming year. True strategic workforce planning gives leadership an understanding not only of the current internal and external supply of critical talent but of the trends in critical talent pools that can affect the same supply and demand years later making the marriage between Talent Acquisition and Workforce Planning essential. Working in concert with each other, having a true strategic plan and an on-demand talent pipeline means organizations will not only be able to anticipate talent needs but have the right candidate ready for action when it’s time to hire. Who should be responsible to workforce planning? HR, Talent Acquisition or business leaders? How
can the party responsible successfully partner with the line to obtain the critical information needed?