Explanation: 0 I believe that my behaviour is impacting the business as HR is a new department and things are improving (practices/policies) 0 Workforce planning can provide insights for organisations to go beyond merely reacting to circumstantial market events. It can offer market and industry intelligence and help organisations to focus on: . reducing labour costs in favour of workforce deployment and flexibility . responding to the needs of their customer base . identifying skills gaps and areas of succession risk . relevant strategies for talent management and people development . targeting specific and identified inefficiencies . employee retention initiatives . improving the quality of outputs . improving work-life balance . recruitment and training responses to changes in the education system. 0 At senior levels, both HR directors and board members should drive the strategic end of the process and set the agenda for workforce change. Workforce planning needs strong links across an organisation's functions and into strategic planning and finance in particular. Involving some of these other stakeholders in the design of a workforce planning approach will not only be informative but will help with implementation down the line. O HR analytics enable HR teams and their major stakeholders to measure and report key workforce concepts, such as performance, well-being, productivity, innovation and alignment. This in turn