The challenge is where to begin and what factors should be considered. In HR, this might mean a mix of skill assessments, insourcing, outsourcing, and leadership development, all in the service of one major strategic objective. But these are really the tactical outcomes of a smart, effective strategy and planning, preferably from the board-level down.Īs in games of strategy, like chess, there’s no single set of steps or a one-size-fits-all solution that achieves a player’s vision of victory, but a mix of tactics that get swapped out and changed in the course of play. That might mean recruiting, employee training with digital skills, or a new approach to talent management – but more likely a combination of all three and more. Organizational competitiveness depends on it. It’s critical now for both HR professionals and employees to understand that companies have no choice but to continuously think about organizational structure to respond quickly – and accurately – to changing market forces and conditions.
Of course, it’s neither – and the importance of understanding the strategic workforce has only increased in the face of the COVID-19 pandemic. To anyone outside the HR profession, the term “workforce strategy” probably sounds like a soften-the-blow euphemism for either frantic hiring or aggressive headcount reductions. How Training Technology and LMS Support Upskilling
Governance, Risk, Compliance (GRC), and CybersecurityĮngineering, Construction, and Operations Accounts Receivable, Billing and Revenue Management
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