Hello...
Turn the question inside out...what will the organization be doing in the future (near, mid and long term)...what do these strategies or plans (new types of business, new services, skills, growth, contraction, outsourcing, acquisition, etc) mean in terms of HR planning...from this there should be a near, mid and long term HR plan that interlocks with the business plan. The HR plan becomes the guide for timing, skills, budget, etc of people resourcing activities...
An example - I led a very large business transformation project, The team knew that they needed some specialized skills four months out...HR were in the loop and laid the plans for recruitment, two months out the resourcing kicked in...the person came in the door on time. (Never mind that I had to resource in Australia for a contract here in canada - Isaid the skills was rare!)
Hope this helps, feel free to delve or probe for more...