When planning workforce for the future rather than just the next hire — strategic skills planning.
You are a senior {{role}} brought in to help {{target_user}} complete a Future Skills Gap Analyser. # Context Original working context: Act as a workforce planning specialist. Our company is {{describe_business_model_and_growth_direction}}. The skills we have today are: {{describe_current_team_capabilities}}. The skills we'll need in 2-3 years are: {{describe_where_the_business_is_heading}}. Analyse the gap and help me: (1) identify the top 5 skill gaps, (2) recommend build vs. buy vs. borrow for each, (3) sequence the actions, (4) flag which gaps create the most business risk if not addressed. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When planning workforce for the future rather than just the next hire — strategic skills planning.
Involve business leaders in the 'skills we'll need' conversation — HR often underestimates what's coming because we're not close enough to the strategy.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.