---
title: "What People Your Business Will Need in Two Years: HR Planning Strategy"
description: "Experts urge businesses to transition from reactive hiring to strategic competency planning amid a rapidly changing labor market."
date: 2026-10-09T06:22:00.000Z
lang: en
url: https://xab.info/en/posts/what-people-your-business-will-need-in-two-years
tags: [hr-strategy, business-planning, future-of-work, labor-market, skills-gap]
publisher: "XAB.info"
---

# What People Your Business Will Need in Two Years: HR Planning Strategy

![Business people discussing future business strategy and talent planning](https://xab.info/media/2026/10/09/kakie-lyudi-budut-nuzhdatsya-v-vashem-biznese-cherez-dva-goda/kakie-lyudi-budut-nuzhdatsya-v-vashem-biznese-cherez-dva-goda-1.webp)

## 🎯 Key Points

- 74% of companies report a shortage of qualified personnel
- By 2030, 39% of key skills will change or lose relevance
- Strategic capability planning is required instead of simple headcount tracking

Due to the rapid transformation of technologies and markets, modern businesses must clearly determine today which specialists and competencies will be needed in two to three years. Building a map of future skills and developing the right people are becoming key tasks for company management, as evidenced by expert analysis from Kateryna Hlushenia, HR Director at Havas Village Ukraine agency group.

### Strategic Planning and Talent Shortages

Traditional business strategies detail a company's financial future, new markets, and products, yet a map of necessary competencies is rarely formed alongside them. According to the European Business Association, 74% of companies report a shortage of qualified personnel, despite active recruiting. Investing in employee training is becoming part of corporate strategy rather than a reactive response to an open position.

### Role Transformation and New Requirements

The World Economic Forum's Future of Jobs Report 2025 indicates that by 2030, 39% of key employee skills will change or lose relevance. Talent shortages manifest not only as vacant positions but also as changing requirements for existing roles: marketers must work with AI and data, managers must lead hybrid teams, and analysts must interpret information deeply.

### Five Steps to Building a Future-Ready Team

For successful adaptation, experts recommend moving away from the classical approach in favor of detailed analysis of business goals. It is essential to assess the real level of expertise within the team, eliminate reliance on single specialists, and create a balance between internal training, external hiring, and process automation to minimize personnel risks.

## 🔍 Fact-Check Verification

- [Какие люди будут нуждаться в вашем бизнесе через два года](https://www.rbc.ua/ukr/news/kih-lyudey-potrebuvatime-biznes-cherez-dva-1791471040.html) - Оригинальная колонка HR-директора Екатерины Глушени с аналитикой McKinsey, ВЭФ и ЕБА.

## ❓ FAQ

### Q: Why is it important for businesses to plan competencies in advance?
**A:** Rapid changes in technology and markets require proactive team skill development, as traditional post-facto recruitment is no longer effective.

### Q: What changes are occurring in job requirements?
**A:** Employees must master adjacent fields, including working with artificial intelligence, data analysis, and managing new technological workflows.