整個經濟領域都在經歷產業轉型，這使得企業對勞動力的需求不斷變化。從商業角度來看，這可能包括：新技術的引入、關鍵合同的獲得或喪失及其對供應鏈的連鎖影響，以及新競爭者進入市場。這些變化都可能導致產品與服務需求的增加或減少。

應對變化並不存在「一刀切」的做法。若要同時為企業與員工帶來最佳成果，關鍵在於能夠提前預測並周全規劃重大變化。一旦明確了變化的影響範圍與時間節點，規劃工作就可以隨即展開。

Industry transitions occur across the economy, resulting in changing workforce needs for businesses. From a business perspective, this can include the introduction of new technologies, acquisition or loss of a key contract and subsequent impacts on the supply chain, as well as new competitors entering the market. These changes can result in an increase or decline in demand for products and services.

Responding to change is not a ‘one size fits all’ approach. To get the best outcomes for a business and workforce, anticipating and planning for any significant change is important. Once it is clear what the impact and timing of the change will be, planning can commence.

實現企業內成功的變革，可以透過清晰的溝通、讓員工參與共同討論如何最佳地實施與管理變革、識別技能培訓、技能提升與再培訓的需求，並為因職位變動而受影響的員工提供必要的支持而達成。

Successful change within a business can be achieved through clear communication, engaging staff in discussions on how best to implement and manage the change, identifying skilling, upskilling and reskilling requirements, and providing transitional support to those affected by job changes.

如果變革帶來了負面的勞動力影響，對受影響員工的管理必須保持同理心，並確保處理方式公平、合理。員工在這一過程中的體驗，往往會影響他們對企業的評價，而這些評價會傳遞給家人和朋友。

請記住，這些人可能正是您的現有或未來的客戶，甚至是潛在的員工。此外，部分員工可能同時是工會成員。在這種情況下，企業應考慮與工會進行溝通，探討是否存在其他能兼顧員工與企業需求的短期替代方案。

If there are negative workforce impacts, managing affected staff in a compassionate, fair and reasonable manner is important. How individuals are treated during these processes will often influence what they say about your business to family and friends.

Remember, these family and friends could be your existing or future customers, or potential employees. Some of your employees may also be a member of a union. If this is the case, consider engaging with their union to see if there are other short-term alternatives available that will suit both your employee and business needs.

檢查清單，我已經完成了以下事項：

識別了勞動力缺口，並了解相關風險。
制定了填補缺口的潛在解決方案，包括招聘、在職培訓、晉升員工及增加工時等選項。
明確了行動的優先順序，以確保勞動力能充分準備，以支持業務目標的實現。

Checklist, I have:

Identified my workforce gaps and understood the workforce risks
Developed potential solutions for the workforce gaps, considering options such as recruiting, on-the-job training, promoting workers and increasing working hours
Prioritised what I need to do to ensure my workforce will be ready to meet my business goals.