Long-term workforce planning is synonymous with strategic workforce planning.

It takes a horizon view, typically 3-5 years or more, and is intrinsically linked to the organization’s long-range business strategy. 

This type of planning is less about precise headcount and more about anticipating major capability shifts. 

It involves analyzing macro trends like demographic changes, technological disruption (e.g., AI), and economic shifts to understand how the nature of work and required skills will evolve. 

The output is a roadmap for building organizational resilience, entering new markets, adopting new technologies, and future-proofing the workforce against coming changes.