This document discusses how to forecast future HR needs through strategic planning. It outlines four key steps: 1) Participating in strategic planning to help determine future growth needs; 2) Determining the current staffing levels and expertise; 3) Conducting a gap analysis between current and future needs; 4) Developing strategic plans that include budget analysis, forecasting, and determining the optimal employee mix for the future. The document emphasizes that without annual strategic planning, an organization may be unprepared for future staffing or training demands.