Organisations are facing an unprecedented set of challenges as they seek to respond to changing customer requirements and grow. The changing market landscape and trends, the need to respond to new regulation and the volatile geopolitical backdrop present challenges that require organisations to be both strategic and flexible. Issues like adapting to climate change, technology adoption and governance, and the changing demographics of the workforce present both challenges and opportunities for those organisations that are able to plan for the future while managing the present.

Its not surprising then that the critical importance of strategic workforce planning, ensuring workforce agility, and alignment between organisations’ business and people strategies have emerged among the key messages from Winmark’s C-Suite Priorities 2025 report, in partnership with the CIPD.  

Particularly within the context of high uncertainty, leaders have fixed their attention on understanding where growth and opportunities will come from. But those businesses that also understand their current and emerging future skills, and the organisational capabilities needed, are the ones that will be best placed to ‘buy, borrow or build’ the skills they need both for now and the future. Alongside this, employers must now also think more about the ‘bot’ option when it comes to skills and the workforce. In other words, how and where automation and AI can enhance productivity and help create better jobs that optimise human capability and support wellbeing, a crucial outcome for the future.  

A strategic approach to workforce planning enables employers to take a holistic view of the skills issues that face their business. For example, the transition to net zero and technology adoption will be interconnected and interdependent. They will also then be better able to make the case for the much needed raising of investment in learning and development, to be more agile in upskilling and reskilling and to support growth that is needed across our economies. 

Organisations that are a step ahead in thinking in this area will have an advantage in understanding the smartest resourcing and talent management strategies and which mix of external expertise and core inhouse capability will best address skills gaps and shortages. Besides a focus on skills, the analysis in the C-Suite Priorities report also makes clear that flexible working is important in supporting efforts to recruit and retain the increasingly diverse workforce that firms will need in response to changes in workforce demographics and which can be good for both wellbeing and meeting businesses outcomes. 

This means leaders taking steps to foster working cultures that enhance employee engagement, inclusion, adaptability and resilience. It is these traits which will provide the best foundation if organisations are to navigate a fast-changing and increasingly volatile business and external environment. 

About the author

Peter Cheese, CIPD

Peter is the CIPD’s chief executive. He writes and speaks widely on the development of HR, the future of work, and the key issues of leadership, culture and organisation, people and skills.

More on this topic

Podcast

HR People Pod

Listen to episodes of HR People Pod, the CIPD’s fortnightly podcast providing expert insights from HR leaders discussing the topical issues impacting the world of work.

Listen now
Thought leadership

Briefing | Key to boosting public sector productivity

New CIPD research suggests that improvements to leadership and people management could play a significant role in the UK Government’s efforts to boost public sector productivity

a mix of men and women at a construction site, wearing hard hats and high vis, gather round a woman talking and pointing to a clipboard
Report

Analysis of the public sector workforce

Research in this report suggests that improving leadership and people management can help raise the motivation and productivity of the public sector workforce

Thought leadership

Briefing | Flexible and hybrid working practices in Scotland in 2025

Marek Zemanik, CIPD Senior Public Policy Adviser, UK Nations, examines how trends and practices in flexible and hybrid working are shaping organisational outcomes in Scotland

More thought leadership

Thought leadership

UK employment law September 2025: Soon to be Employment Rights Act

This month: The soon to be Employment Rights Act, dismissal following personal use of a work computer and the Lidl GB and EHRC agreement

Thought leadership

Briefing | Key to boosting public sector productivity

New CIPD research suggests that improvements to leadership and people management could play a significant role in the UK Government’s efforts to boost public sector productivity

Thought leadership

Briefing | Flexible and hybrid working practices in Scotland in 2025

Marek Zemanik, CIPD Senior Public Policy Adviser, UK Nations, examines how trends and practices in flexible and hybrid working are shaping organisational outcomes in Scotland

Thought leadership

UK employment law August 2025: Disability discrimination claims increase

This month: Disability discrimination, things to check in September, staff fraud and monitoring onsite attendance