Workforce Management Vs. Workforce Planning: Why HR Needs Both to Succeed

Smart. Helpful. Human. Responsible.

Move Talent. Deliver Experience.

As the world continues to evolve, organizations are exploring new ways of working to meet today’s growing business demands. This isn't easy to do when each business has its own agenda and objectives. That’s where Sirva comes in. We aim to help mobility leaders and talent managers navigate the complexity of relocation to meet and exceed company goals.

We have every resource to ensure your relocating employees are well taken care of as they prepare to embark on their relocation journey. With every interaction, we look to communicate in a way that is: Smart, Helpful, Human, and Responsible. These four pillars are indicative of the way we conduct ourselves and business in general.

What does this mean in practice and how do we use these pillars to help you?

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OUR OUTLOOK

SMART

We use cutting-edge technology to collect, sort, and report data in ways that are most meaningful to you.
We work with our worldwide network of vetted service partners to share important information and critical updates in a timely fashion to support your mobile employee wherever they may be.
We’re constantly in a state of improvement and innovation to make sure you have the best tools available to support your mobility program.

HELPFUL

We take a proactive approach to problem-solving by anticipating needs and requirements based on decades of experience.
We understand that every client is different and each customer is an individual and we’ll always ask about their specific mobility needs and requirements.
We think outside the box and offer creative solutions and well-researched recommendations to you and your mobile employees.

HUMAN

We’re committed to cultivating a workplace and ecosystem that reflects the global organizations we serve.
We believe the best results are realized when empathy, kindness, and integrity serve as the basis for every interaction.
We’re a people-first company who prides ourselves on providing personal, high-touch support to you and your employees.

RESPONSIBLE

We see ourselves as positive change agents for our clients and their mobile employees in every pocket of the world where you live and work.

We embody an engaged company culture, resulting in empowered employees that reflect a wide range of approaches and perspectives, leading to new ideas, innovation, and excellence.

Sirva commits to being net-zero across its scope 1 and 2, and applicable scope 3 categories by 2050 in line with Science Based Targets Initiative (SBTi) Net-Zero Standard.

SMART. HELPFUL. HUMAN. RESPONSIBLE.

We’re here for you. Our dedication to global mobility and talent management is underpinned by a collective desire to deliver an exceptional move experience, from start to finish. We’re passionate about what we do, and deliberate about how we do it.

Smart. Helpful. Human. Responsible.

As organizations navigate a rapidly shifting global market, effective talent management is critical to staying competitive. Workforce management and workforce planning are two essential but distinct functions within HR strategy. While workforce management focuses on organizing people data and ensuring operational efficiency, workforce planning looks ahead—aligning talent strategies with future business needs.

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Workforce Management & Workforce Planning: Understanding The Key Differences

Workforce Management

Workforce management ensures your organization’s “house is in order” by managing people data, tracking open roles, and aligning workforce costs with financial planning. It supports day-to-day operations by maintaining accurate records of roles, skills, and workforce distribution.

Workforce Planning

Workforce planning is a strategic function that forecasts future talent needs, identifies skills gaps, and aligns workforce capabilities with long-term business goals. It ensures your organization is prepared for expansion, innovation, and changing market demands.

Why Mobility Matters In HR Strategy

Global mobility plays a crucial role in bridging the gap between workforce management and workforce planning. By leveraging mobility data and strategies, your organization can:

Fill skill gaps by strategically relocating talent where it’s needed most.
Ensure compliance with immigration, tax, and labor laws.
Support workforce analytics to identify trends, forecast needs, and inform decision-making.
Enhance leadership development by positioning mobility as a tool for career growth and succession planning.

Four Ways to Integrate Mobility for a Unified Workforce Strategy

Establish strong workforce management practices—ensure accurate data, governance, and operational stability.
Align mobility with workforce planning goals—use mobility insights to anticipate talent shortages and deploy employees strategically.
Leverage workforce analytics—identify relocation trends and workforce gaps.
Position mobility as a talent development tool—support leadership pipelines through global assignments.

By integrating mobility into workforce management and planning, HR leaders can drive agility, efficiency, and long-term success.

Ready to optimize your talent strategy? Contact Sirva’s Global Advisory Services team at GlobalAdvisoryServices@sirva.com to learn more.

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