Strategic Workforce Planning

• Date & time: Wednesday, 10 December 2025 | 17:30 – 21:30
• Location: KPMG Zaventem, Luchthaven Brussel Nationaal 1K 1930 Zaventem
• Language: English
• Participation: Free of charge

In today's fast-changing world, organizations are navigating ongoing challenges driven by economic uncertainty, geopolitical shifts, and rapid technological advancements. These evolutions are putting both the top and bottom lines under strain, compelling businesses to effectively manage workforce costs while continuing to invest in developing the skills of the future.

To address these challenges, the event will highlight the critical role of Strategic Workforce Planning (SWP). We will also be joined by Jan Van Acoleyen, Human Capital Lead at Proximus, who will share practical insights into how Proximus is future-proofing its workforce through SWP. The event will conclude with a networking dinner, offering you a chance to connect further with fellow participants.

• 17:30 | Welcome & registrations
• 18:00 | Presentation
• 20:00 | Networking and walking dinner
• 21:30 | Close

Strategic Workforce Planning (SWP) helps to ensure that they have the right people, with the right skills, in the right place, at the right time.

Whether it’s responding to internal strategic decisions - such as launching new products, entering new markets, or automating labor-intensive processes - or adapting to external trends like the rise of artificial intelligence, SWP helps organizations proactively align their workforce with their strategic ambitions in a sustainable way.

At its essence, SWP is an organization-wide effort to balance workforce needs (“talent demand”) with availability (“talent supply”) with the aim of designing a strategic workforce roadmap solving the following key challenges:

• What is the impact of our strategic priorities on our (future) workforce needs?
• How do we ensure that our workforce needs and availability do not evolve separately, but instead align with each other?
• How can we address the impact of (natural) outflow - such as retirements, resignations, and long-term absences - to ensure that critical functions are adequately staffed?
• What skills gaps do we anticipate in the future and how do we deal with them?
• What does our ideal sourcing strategy look like?
• How can we install structured discussions around efficiency-gains and enable reprioritization of work where needed?

 Click here to register. After you have registered you will receive a confirmation mail.