Workforce Planning Skill Skill

Workforce Planning Skill

Overview

The Workforce Planning skill provides capabilities for forecasting workforce needs and developing talent supply strategies. This skill enables demand forecasting, supply analysis, gap identification, and scenario-based workforce planning.

Capabilities

Demand Forecasting

Create workforce demand forecasts
Model headcount by business scenarios
Project skill requirements
Factor growth and attrition
Align with business planning

Supply Analysis

Analyze internal talent supply
Track current workforce composition
Project internal movement
Assess development pipeline
Model retirement and turnover

Gap Analysis

Calculate workforce gaps by skill/role
Identify critical shortages
Project future gap evolution
Prioritize gap closure strategies
Estimate gap costs

Scenario Modeling

Model scenario-based workforce plans
Compare strategic alternatives
Assess risk and contingencies
Evaluate build vs. buy vs. borrow
Support strategic decision-making

Headcount Planning

Generate headcount planning templates
Support annual planning cycles
Enable rolling forecasts
Track plan vs. actual
Manage requisition approval

Dashboard and Reporting

Build workforce dashboards
Create executive summaries
Track planning assumptions
Monitor plan execution
Report on workforce metrics

Usage

Demand Forecast

const demandForecast = {
  timeHorizon: {
    years: 3,
    periods: 'quarterly'
  },
  baseScenario: {
    revenuegrowth: [10, 12, 15],
    productivityImprovement: [2, 3, 3]
  },
  departmentModels: [
    {
      department: 'Engineering',
      driver: 'product-roadmap',
      currentHeadcount: 100,
      projectedGrowth: [15, 20, 25]
    },
    {
      department: 'Sales',
      driver: 'revenue-ratio',
      revenuePerSalesperson: 1000000,
      projectedRevenue: [50000000, 60000000, 75000000]
    },
    {
      department: 'Customer Success',
      driver: 'customer-ratio',
      customersPerCSM: 50,
      projectedCustomers: [500, 650, 850]
    }
  ],
  assumptions: {
    attrition: 15,
    internalMobility: 10,
    leadTime: 90
  }
};

Gap Analysis

const gapAnalysis = {
  planning Period: '2026-2028',
  scope: 'critical-skills',
  skills: [
    {
      name: 'Machine Learning',
      currentSupply: 10,
      futuredemand: { y1: 15, y2: 25, y3: 40 },
      internalPipeline: 3,
      externalAvailability: 'scarce'
    },
    {
      name: 'Cloud Architecture',
      currentSupply: 20,
      futureDemand: { y1: 25, y2: 30, y3: 35 },
      internalPipeline: 5,
      externalAvailability: 'moderate'
    }
  ],
  strategies: {
    build: { timeToReady: 18, costPerPerson: 25000 },
    buy: { timeToHire: 4, costPerHire: 50000 },
    borrow: { availability: 'contractors', premiumRate: 1.5 }
  }
};

Process Integration

This skill integrates with the following HR processes:

| Process | Integration Points | |---------|-------------------| | workforce-planning-forecasting.js | Full planning workflow | | succession-planning.js | Supply analysis | | training-needs-analysis.js | Skill gap input |

Best Practices

Business Alignment: Link workforce plans to business strategy
Multiple Scenarios: Plan for base, optimistic, and pessimistic cases
Regular Updates: Refresh forecasts at least quarterly
Skills Focus: Plan for skills, not just headcount
Lead Time: Account for hiring and development lead times
Finance Integration: Align with financial planning processes

Metrics and KPIs

| Metric | Description | Target | |--------|-------------|--------| | Forecast Accuracy | Actual vs. planned headcount | Within 10% | | Time to Fill | Average days to fill positions | <60 days | | Critical Role Coverage | Filled critical roles | 100% | | Skills Gap Closure | Gaps addressed on time | >80% | | Internal Fill Rate | Positions filled internally | >40% |

Related Skills

SK-019: Turnover Analytics (attrition forecasting)
SK-009: Training Needs (skill development)
SK-011: Succession Planning (pipeline input)

Agent Skills: Workforce Planning Skill

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