The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time is referred to as a. performance appraisal b. c. ob analysis planning d. recruitment

This process is often referred to as workforce planning, a vital strategic tool used by organizations to ensure they have the right number of people, with the right skills, in the right roles at the right time. By anticipating future job openings and aligning their internal talent pool accordingly, companies can remain agile and competitive in a rapidly changing market. One common mistake in this process is overlooking the need for flexibility. While planning is crucial, the business landscape can shift unexpectedly due to technology, economy, or global events. Organizations should incorporate feedback loops and regularly revisit their workforce strategies to adapt to these changes effectively and avoid talent shortages or surpluses.