Item   Operational   Strategic Timeline/ Planning Horizon Usually 12 months with a quarterly focus Usually 3 years or longer – matches the organizational strategic plan Inputs Mostly internal data, some management decisions Wide range of internal and external information including demographics, business strategies, global trends, etc Outputs Staffing plans, skill gaps Human Resource/ People Strategies Scenario Planning Approach Uses variables to explore different models of staffing Uses futuring techniques to question current paradigms and explore alternative futures not necessarily based on today’s approach Forecasting Key focus Only part of the process – forecasting is too limited in terms of timeline and scope to be the core of the process Owner  HR with input from business Business, facilitated by HR Focus Operational Management – Line Managers Strategic Management – Executive and Board Aligns to Business Plan Strategic Plan This is just a sample of the differences between the two approaches.  Most organizations require both functions, but they serve very different needs, and in our view operational workforce planning should only be done in the context of a strategic workforce plan. Over the next few months we’ll put together a longer report to help our customers better understand the differences and the role that each plays. If you’d like us to send you a copy of that report, or you’d like to understand better how Strategic Workforce Planning can help your organization meet long term strategic goals, please contact us.