Best Strategic Workforce Management Practices Every Company Should Use in 2022

Countless businesses are facing the challenge of discovering top talent with the ideal mix of expertise, knowledge, and skills for their needs. They need employees who can apply their knowledge efficiently and effectively and quickly adjust to the company culture and work environment.

One of the best ways to find such candidates is to tap into the immense potential of strategic workforce management and planning.

These corporate practices refer to planning and managing a corporate workforce by gathering and analyzing data on current recruiting, staffing, and hiring practices to develop better, more intuitive strategies for future needs.

They impact every aspect of workforce management, from development, training, learning programs, turnover, and retention policies to employee recruitment, hiring, and promotion.

Since you need top talent to achieve your business goals, let’s delve deeper into the best modern-day strategic workforce management and planning practices.

Understand your strategic business goals.

You should base the process of workforce management planning on your business goals. Assess your current company’s strategic goals and objectives to better understand your business needs in the future, both short-term and long-term.

For example, if you plan to expand your operations, you’ll need the talent to fill new management roles. Expansion almost always requires scaling.

In other words, you’ll need to ensure you have a steady source of top candidates to fill the new organizational roles as your enterprise grows.

Your strategic workforce management plan should cultivate up-and-coming talent by ensuring that your work environment and company culture support their training, learning, and development needs.

Set clear tactical objectives.

Strategic workforce management is all about creating short-term, medium-term, and long-term plans on the best practices.

For instance, your business organization requires additional staffing to meet increasing customer demand. Your HR should team up with production and other departments to better understand the specific onboarding scenarios, timelines, and skillsets.

Their capability to act according to current events can make or break your business.

Analyze your current workforce.

Human resource and finance departments should always collaborate to get a clear picture of the hiring requirements, such as:

  • Estimated employee turnover;
  • Current staff;
  • The number of new candidates required;
  • Future staffing predictions.

However, performing such a massive analysis requires gathering vast amounts of data on current employee skill sets, certifications, specialized training, projected productivity, and capacity requirements. Thankfully, many of these insights come from predictive analytics in human resources.

There are many benefits of workforce analytics, such as:

  • Identifying the leading causes of employee turnover, such as lack of personal development, promotion, and training, to decrease retention rates;
  • Developing more efficient recruitment and hiring strategies;
  • Discovering the best ways to save time, effort, and resources by implementing better recruiting and hiring processes;
  • Forecasting future workforce requirements.

Workforce analytics can tell a business more about the soft and hard costs associated with recruiting, hiring, and training new talent.

Increase your scalability.

Nowadays, a company must be capable of scaling operations according to the current needs. Since many factors impact your business operations, such as potential disruptions, future sales volumes, and market changes, your ability to scale quickly can help avoid many risks.

However, you also have to make your workforce management plans accurately to understand your current and future employee requirements better.

In some situations, hiring full-time employees may not be the best way to fulfill your current needs. In such scenarios, businesses usually resort to outsourcing.

Identify future skill requirements.

You should focus a good part of your workforce management strategy on identifying the latest skill sets that are high in demand. Modern-day markets constantly fluctuate, and there are new needs and requirements for the most advanced skills almost every day.

New technologies for geographical expansion, quantitative analysis, product launches, and other technology initiatives will set new standards regarding the demand for specific skills and experiences.

However, it’s not enough to identify future skills and train your new workforce.

You need to ensure your existing workforce and inventory match these new requirements to avoid turnover and losing talent when you need it the most.

Monitor and adjust.

Many of your workforce management efforts go into planning critical processes. You can’t properly manage your workforce and run your business without making multiple plans; planning is inevitable. It prepares you for whatever may come your way.

Since modern-day markets have constant strategic and tactical shifts, you need to adjust your priorities accordingly.

In other words, your HR department must be capable of making rapid changes and adapting to the latest events by modifying requirements and targets. Automated tools can help your HR team with real-time tracking, measuring, and reporting to reduce error, save time, and cut costs.


The best way to ensure you put the best strategic workforce management and planning practices in place is to use the right tools and technologies.

Tools can help with complex HR analytics by providing valuable insights on the best recruiting and hiring efficiencies. They can also assist with cost evaluation, employee benefits, employer taxes, and sensitive business and employee data security.

The latest HR and workforce management tools can also help companies create better strategies, identify trends, and improve every aspect of their operations.