Workforce plans primarily support organizational strategy by forecasting future talent gaps (A). At the SPHR level, workforce planning is a forward-looking process that ensures the organization has the right people, with the right skills, at the right time.
By forecasting talent gaps, HR can anticipate shortages or surpluses based on strategic direction, growth plans, retirements, and labor market trends. This enables proactive actions such as hiring, development, succession planning, or automation.
Evaluating HR priorities (B), benefit cost analysis (C), and training needs identification (D) are operational activities that may result from workforce planning but do not define its strategic purpose.
SPHR exam content emphasizes workforce planning as a strategic risk mitigation tool that links human capital supply to business demand.
References :
HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (workforce planning).
HRCI SPHR Study Guide — Strategic workforce forecasting methods.
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