<![CDATA[The rapid pace of business change requires organizations to align workforce competencies with business strategy, yet human resource (HR) planning is still often administrative. This study synthesizes the concept, types, implementation, and enabling and inhibiting factors of the competency-strategy matrix in business-driven HR planning. A systematic literature review (SLR) following the PRISMA 2020 protocol was applied to journal articles published in 2016–2026 from Google Scholar, Garuda, Neliti, and Scopus. The synthesis shows that the competency-strategy matrix bridges strategic priorities, critical competencies, competency gaps, and HR decisions. The competency matrix, training needs analysis, the 9-box grid, the talent matrix, and the HR Scorecard complement one another but are rarely integrated. Implementation in the public sector, education, logistics, and small and medium enterprises is shaped by leadership commitment, the quality of competency data, and digital readiness. The study proposes a conceptual framework that can be tested empirically and offers practical guidance for HR practitioners.]]>
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