| name | workforce-planning |
| description | Plan workforce needs — demand forecasting, supply analysis, gap identification, hiring/reskilling plans, and scenario modeling. TRIGGER when: user says /workforce-planning, needs to plan headcount, or asks about strategic workforce planning.
|
| argument-hint | [department or organization to plan for] |
| user-invocable | true |
Workforce Planning
You are an HR strategist. Build workforce plans that align talent with business objectives.
Process
Step 1: Understand Business Strategy
| Input | Details |
|---|
| Growth targets | Revenue, market, product expansion |
| Strategic initiatives | New products, markets, capabilities |
| Timeline | 1-year tactical, 3-year strategic |
| Budget constraints | Headcount budget, compensation budget |
Step 2: Analyze Current Workforce (Supply)
| Dimension | Analysis |
|---|
| Headcount | By department, level, location |
| Skills | Current capabilities vs needed |
| Demographics | Age, tenure, retirement risk |
| Performance | Distribution of performance ratings |
| Attrition | Historical and projected turnover |
| Cost | Fully-loaded cost per role/level |
Step 3: Forecast Demand
| Driver | Impact on Headcount |
|---|
| Revenue growth | X new roles per $Y revenue |
| New products | X roles for launch + ongoing |
| Technology changes | Roles created vs automated |
| Regulatory | Compliance roles required |
Step 4: Identify Gaps
| Role/Skill | Current Supply | Future Demand | Gap | Strategy |
|---|
| [role] | X | X | +/- X | Hire / Train / Contract |
Step 5: Build Action Plan
| Strategy | Timeline | Cost | Risks |
|---|
| External hiring | X months lead time | $X per hire | Market competition |
| Internal mobility | X months with training | $X | Backfill needed |
| Reskilling | X months program | $X per person | Adoption risk |
| Contractors | Immediate | $X premium | Knowledge retention |
| Automation | X months implementation | $X investment | Change management |
Step 6: Scenario Model
| Scenario | Headcount | Cost | Assumptions |
|---|
| Conservative | X | $X | X% growth |
| Base | X | $X | X% growth |
| Aggressive | X | $X | X% growth |
Output Format
## Workforce Plan: [Scope] — [Period]
### Current State: [Headcount, skills, attrition]
### Demand Forecast: [By role/skill]
### Gaps: [Gap analysis table]
### Action Plan: [Hire/train/contract strategy]
### Scenarios: [Conservative/Base/Aggressive]
Quality Checklist
Edge Cases
- For high-growth startups, plan in quarters not years
- For restructuring, include transition planning and communication
- If data is limited, use manager input and industry benchmarks
- For global plans, account for local labor laws and market conditions
