As organisations develop their people strategy in response to internal and external factors driving change, there is a clear need to move from being able to not only respond and react quickly but to anticipate and drive change using data and insights to inform and drive strategy and enable change  - putting the 'strategic' of SWP front and centre.

We are seeing organisations asking their Heads of SWP, HR, Talent and Learning to assess the current business challenges and goals of the future, and apply the SWP lens to them to support the strategy through recommended solutions and actions. By examining best practices, essential data points, and a detailed case study from a global organisation, participants will gain practical knowledge for embedding SWP into their organisational strategies and learn to position SWP as a foundational business capability.
 

In today’s dynamic environment, organisations face constant pressures from technological change, skill shortages, and evolving workforce expectations. SWP allows HR leaders to assess these pressures and strategically apply resources to address both current and anticipated talent needs. Building a solid business case for SWP not only aligns workforce efforts with corporate objectives but also provides an actionable framework to secure executive support and effectively allocate time and resources.

• Key components of a business case for SWP
• Balancing responsiveness with long-term workforce strategy
• Leveraging SWP to drive measurable business value
• Case study: Using SWP at a global organisation to deliver business strategy.