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The Workforce Staffing Planning Process -Talent Management

The Workforce Staffing Planning Process -Talent Management

The components of a Workforce Staffing Planning Process include Current State Assessment, Future State Vision, Talent Demand, Gap Analysis, and Scenario Planning. These components align talent management strategies to hire the right people (Hayes, 2021). Current state assessment evaluates the existing workforce regarding their skills, development, and career intentions. This assessment helps organizations understand their current talent pool and identify skill gaps or improvement areas. Future state vision focuses on envisioning the future workforce and considers business growth, market trends, and evolving skill requirements. The step helps organizations anticipate the future needs of their workforce and align their hiring strategies accordingly. The third component, talent demand, involves projecting the talent requirements based on the organization’s business strategy. By accurately forecasting talent demand, organizations can determine the optimal approach to fill their talent gaps, whether it’s through internal development, internal mobility, or external hiring.

The fourth component, gap analysis, involves comparing the current state of the workforce with the projected future state. According to Okonkwo et al. (2022), this analysis helps identify the gaps between the existing talent and the future talent requirements. The final component, scenario planning, involves creating scenarios to address the identified talent gaps. Scenario planning allows organizations to consider alternative approaches, such as reskilling current employees, partnering with external training providers, or exploring new talent sources.

The workforce staffing planning process components directly relate to ‘Hire Right’ by providing a systematic approach to talent management. By conducting a thorough assessment of the current workforce, envisioning the future state, understanding talent demand, conducting gap analysis, and engaging in scenario planning, organizations can identify the talent needed to achieve their strategic objectives (Anwar & Abdullah, 2021). These components enable organizations to make informed decisions about hiring, training, and development to ensure they hire the right individuals with the appropriate skills and potential to contribute to the organization’s success.


Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on organizational performance. International Journal of Engineering, Business and Management (IJEBM)5.

Hayes, A. (2021). Human resource planning (HRP). Investopedia.

Okonkwo, E., Okafor, N., & Essell, O. (2022). The effect of human resource planning on organizational performance: A study of selected breweries in the South-East, Nigeria. International Journal of Management & Entrepreneurship Research4(1), 13-25.


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Unit 4 DB: The ‘Workforce Staffing Planning Process’ (Talent Management)Unit 4 DB: The ‘Workforce Staffing Planning Process’ (Talent Management)

The Workforce Staffing Planning Process -Talent Management

The Workforce Staffing Planning Process -Talent Management

Describe the components of a Workforce Staffing Planning Process (talent management) and how they directly relate to ‘Hire Right.’
In response to your peers, add to the knowledge base related to ‘Hire Right’ and the WSPP/TM process.

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