Why uncertainty is no excuse to abandon HR planning
The unexpected is now. A VUCA (Volatile, Uncertain, Complex, Ambiguous) world where everything can change overnight. Pandemics, economic crises, technological breakthroughs: everything is accelerating, making planning more difficult than ever. Yet abandoning planning is not a solution. Anticipating the future remains a key lever for business competitiveness.
The illusion of the fear business
Uncertainty has created a flourishing market: the “fear business”. Consultancy firms selling endless Plan Bs, injunctions to be agile at all costs, dystopian visions of AI... It's all leading us to believe that there's no point in planning anymore. The result? Strategic paralysis, with companies content to react rather than anticipate.
But let's be clear: failing to plan is already a strategic choice... and often the wrong one.
Anticipate, not predict
The real key lies in the nuance between prediction and anticipation. Just as a firefighter trains before a fire breaks out, a company needs to prepare for different scenarios in order to react quickly and effectively. It's not a question of planning everything down to the last detail, but rather of being ready to adapt your strategy as events unfold. A company that models several scenarios and adjusts its recruitment, training and internal mobility in line with market trends will always be one step ahead of its competitors.
Why Strategic Workforce Planning is essential
On average, companies devote 60% of their expenditure to human capital, but paradoxically, only 15% of them adopt an active SWP approach (source: Gartner). And of those that do, only half actually involve strategic decision-makers. Yet SWP has been at the top of the HR agenda for over a decade. Why so little adoption? Because many organizations still see planning as a rigid straitjacket, when it should be a tool for continuous adaptation.
HR planning: the missing link between strategy and performance
All too often, HR planning is perceived as a rigid constraint that no longer corresponds to reality. Yet the challenge is not to predict an unchanging future, but to ensure that the organization can adapt without losing its direction. A bit like a GPS that guides you to your destination: it doesn't change your objective, but adjusts your route according to traffic jams, roadworks or unforeseen events. SWP works in the same way: it's not about planning everything, but always being ready to recalculate your route.
Strategic Workforce Planning: an essential approach
Rather than multiplying Plan Bs, it's essential to beef up Plan A by integrating HR planning as a dynamic, strategic process. SWP aligns recruitment, mobility and training with actual business needs. By involving HR and management in a continuous process of reflection, it becomes a powerful lever of anticipation in the face of economic, technological and societal transformations. Far from being a mere bureaucratic exercise, it encourages a proactive and agile approach to talent management.
Conclusion: Don't let uncertainty guide your decisions
Uncertainty should never be an excuse to stop planning. Not to plan is to suffer. With a pragmatic approach and the right tools, it's possible to anticipate the future, even in a chaotic world.
So, are you ready to take back control?
