To address skills gaps related to retirements, HR should assess the risk to operations (B) and address anticipated skill loss (C). At the SPHR level, retirement-driven workforce risk is managed through proactive workforce planning and knowledge continuity.
Assessing operational risk helps HR identify which roles, skills, or institutional knowledge are most critical and vulnerable to retirement. This prioritization informs succession planning, cross-training, documentation, and targeted development.
Addressing anticipated skill loss involves strategies such as mentoring, knowledge transfer, phased retirement, and accelerated development of successors. These actions directly mitigate the impact of retirements on productivity and service delivery.
Retention strategies (A) may delay exits but do not eliminate long-term skill loss. Compensation adjustments (D) may help in some cases but are not primary gap solutions. Job sharing (E) can be useful tactically but does not address strategic capability loss.
SPHR exam content emphasizes retirement risk management as a capability preservation and continuity challenge, not merely a retention issue.
References :
HRCI SPHR Exam Content Outline — Functional Area: Talent Planning and Acquisition (succession planning; workforce risk).
HRCI SPHR Study Guide — Managing retirement-driven skill gaps.
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