Abstract
Most organizations understand the benefits that a longer-term approach to staff planning can bring. Many actually attempt to develop staffing strategies (or strategic workforce plans, as they are also known). Unfortunately, these organizations often find that the “traditional” approaches to workforce planning that they try to use are ineffective, and expected benefits are not realized. The answer to this problem lies not in trying to implement the traditional approach more effectively, but in implementing a completely different kind of process for strategic staffing. This paper describes (and provides examples of) some of those “less traditional,” but more effective approaches.
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