Aligning Lowe$`$s workforce with its current and future business needs. Will ensure that the right number of employees with the appropriate skills are in place to meet organizational objectives. Assess current workforce capabilities, skills, and demographics. Identify gaps between current resources and future needs. Predict future labor demand based on business growth, industry trends, and technology advancements. Forecast internal supply and external labor market conditions. Plan for recruiting, hiring, and onboarding to meet anticipated workforce needs. Develop partnerships with educational institutions, leverage digital recruitment tools, and emphasize employer branding. Invest in upskilling and reskilling to bridge gaps in capabilities. Implement succession planning to prepare for leadership transitions. Focus on employee engagement, well$-$being programs, and career development to reduce turnover. Adapt to diverse workforce needs, including flexibility and hybrid work models. Create contingency plans for workforce disruptions, such as economic downturns, technological shifts, or global crises. Evaluate $$what$-$if$$ scenarios to prepare for both opportunities and risks. Leverage HR analytics and workforce management software to make data$-$driven decisions. Monitor workforce performance and adjust plans as needed. The strategy starts with promoting Lowe$$s as an employer of choice by emphasizing career growth opportunities, inclusive culture, and community engagement initiatives. Highlight Lowe$$s commitment to employee well$-$being and diversity in recruitment campaigns. Having flexible recruitment strategies is a must. Using AI$-$driven tools to source diverse talent pools for retail, logistics$,$ and corporate roles. Expand outreach to underrepresented groups through partnerships with community organizations and trade schools. Emphasize on developing immersive onboarding programs, blending in$-$person training and virtual modules, to ensure employees feel supported and aligned with Lowe's mission from day one. Offer role$-$specific training for customer service, inventory management, and product knowledge through digital platforms and in$-$store coaching. Introduce mentorship programs and leadership development tracks to prepare high$-$performing employees for managerial roles and provide access to ongoing education, certifications, and cross$-$departmental learning opportunities to prepare employees for technological changes and career mobility. It has been proven that proactive talent management helps avoid shortages or surpluses of labor. So after reviewing the literature we can affirm that: If Lowe$$s company has cost efficiency, it will reduce costs associated with overstaffing, understaffing, and turnover. If Lowe$$s has employee satisfaction it will help improve morale by aligning individual career goals with organizational needs. By showing this resilience it will increase the organization's ability to adapt to market changes or disruptions In order to follow this strategies that would help Lowe$$s solve some of the problems their facing in $2024$ there should be a timeline, which will be the following: Short$-$Term $(0-6$ months$)$: Increase recruitment efforts and launch updated onboarding programs: $1.$ Increasement of employee engagement and retention: Lowe$$s focuses on fostering a diverse and inclusive workplace where employees feel valued, which improves engagement and reduces turnover. The "Lowe's University" initiative provides tailored learning and development opportunities, ensuring associates gain the skills needed to grow within the company. $($Lowe$$s Corporate report. $2019).2.$ Assessment and Planning $(03$ months$)$ Conduct a talent needs analysis across all departments. $$ Review current diversity, equity, and inclusion $($DEI$)$ initiatives. $$ Align talent goals with corporate objectives, such as sustainability and innovation. $$ Expansion of "Lowe$$s University" to include more advanced training in analytics, customer service, and leadership. $$ Implement recruitment strategies targeting diverse talent pools. $$ Establish measurable goals for talent acquisition and retention aligned with DEI principles. Mid$-$Term $(6-12$ months$)$: Roll out development tracks and integrate continuous feedback systems: $3.$ Driving Innovation Through Technology: Lowe$$s investment in technology and analytics, including its Data Analytics and Computational Intelligence $($DACI$)$ team, demonstrates its commitment to staying ahead in retail innovation. This team supports business decisions through data$-$driven insights, enhancing operational efficiency and customer experience. Roll out enhanced learning programs and career development plans for employees at all levels.

Instructions:

summary of a peer review should consider how well the strategy that is being assessed has developed its structure, proposal on talent development, proposal on retention and corporate culture, proposal on attraction and discovery of talent in the own organization