Which action reflects a strategic approach in workforce planning?

A strategic approach to workforce planning involves aligning an organization's human resource practices with its larger business objectives and external factors. Enacting policies that reflect changes in the external environment is indicative of this strategy because it acknowledges that workforce needs are dynamic and must adapt based on market trends, regulatory changes, technological advancements, and other external shifts.

For example, if a new law is enacted affecting labor practices or a significant technological innovation emerges that alters the demand for certain skill sets, strategically revising policies ensures that the organization not only complies with these changes but also positions itself for success. This responsiveness helps maintain a competitive edge and aligns workforce capabilities with organizational goals.

In contrast, the other options, while important HR practices, do not embody a strategic approach in the same way. Training employees on technical skills is valuable but generally focuses on individual development rather than broader organizational alignment. Conducting annual performance reviews helps with employee assessment and development but is more tactical in nature, lacking a direct link to external factors or long-term planning. Implementing a one-size-fits-all solution disregards the specific needs of different roles within the organization and may lead to inefficiencies, failing to address the nuanced demands of a changing workforce landscape.