Ideally,strategic workforce planning becomes an input to business strategy,not simply driven by business strategy,and provides data,analytics and insights to inform executive decision making.
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Q12: HR metrics should reflect the key drivers
Q13: Strategic workforce plans must flow from,and be
Q14: When referring to outcomes of job design,the
Q15: HR concerns become business concerns and are
Q16: Job design is the process and outcomes
Q18: As currently practiced,competency modeling can be a
Q19: A vision statement differs from a mission
Q20: Tactical planning is the set of decisions,processes,and
Q21: Strategic workforce planning focuses on firm-level responses
Q22: How firms compete with each other and
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