• Starting with an understanding of the legacy (existing) workforce; ?
• Then identifying the new processes, organisational structures, skills and capability requirements; and
• Ultimately transitioning to the new workforce configuration. ?
Apart from these technological developments, digital disruption and the changing nature of work, there are a number of other drivers of the need for Strategic Workforce Planning.
Hence the application of Strategic Workforce Planning is now a key emerging ?issue in the new economy, including the extended roles of the CIO and HR Director/Manager. Many organisations are, or will be, entering uncharted waters. Some are faced with enacting a parallel (or two speed) organisation, which is dynamic enough to transact today, as well as build for the future. ?
To that end this book is designed to assist executives and HR professionals in navigating this digital journey. Even those organisations less affected by digital disruption, they will find this book relevant to how they best manage their workforce.]]>