Knowledge Infusion's recent post on Two Sides of the Talent Management Coin makes some great points on how some HR processes are organization-focused, and some are individual-focused - or what we might call demand-focused (ie on what the organization wants) and supply-focused (ie on what the workforce wants).

Now, while workforce planning definitely doesn't focus on the individual, good workforce planning must focus on both demand and supply. No amount of working out what workforce you want (demand) will be effective if you haven't also incorporated consideration of the supply - not just what the workforce can deliver to you, but what they want FROM you. How else could you define the right set of talent management processes to attract and retain them? Always cover both sides of the coin!