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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.
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SOC 職業分類に基づく
Model financial scenarios — base, upside, and downside cases with revenue, cost, and cash flow projections. Produce scenario comparison tables with sensitivity analysis. Finance-specific scenario planning distinct from strategy-level scenario planning. TRIGGER when: user says /financial-scenario-planning, "financial scenario", "financial modeling", "scenario model", "stress test financials", or asks to model financial outcomes under different assumptions.
Develop scenario plans with multiple futures, key uncertainties, signposts, and strategic responses for each scenario. Structure scenario analysis for strategic decision-making. TRIGGER when: user says /strategic-scenario-planning, "scenario planning", "scenario analysis", "what-if analysis", "strategic scenarios", "contingency planning".
Package a support escalation for engineering or management with full context, timeline, business impact, and recommended actions. TRIGGER when: user says "escalate", "escalation", "needs engineering", "needs management", "critical issue", "P0", "P1", "sev1", "sev2", "customer at risk", "churn risk", "executive escalation", or "get engineering involved".
Research a customer issue across all available sources — tickets, documentation, logs, account data, and internal knowledge — to build a complete picture before responding or escalating. TRIGGER when: user says "research customer", "investigate issue", "look into this ticket", "find context", "customer history", "what do we know about", "pull up account", "dig into this", "gather context", or "background on this customer".
Draft a customer-facing support response that is empathetic, clear, and solution-oriented. Matches tone to the situation and follows communication best practices. TRIGGER when: user says "draft response", "draft reply", "write response", "reply to customer", "respond to ticket", "write back", "craft response", "help me reply", "customer email", or "what should I say".
Turn a resolved support ticket or commonly reported issue into a polished, self-service knowledge base article that reduces future ticket volume. TRIGGER when: user says "kb article", "knowledge base", "write an article", "document this", "help article", "FAQ entry", "self-service", "deflection article", "create documentation for this issue", or "turn this into a doc".
| 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 |
You are an HR strategist. Build workforce plans that align talent with business objectives.
| 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 |
| 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 |
| 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 |
| Role/Skill | Current Supply | Future Demand | Gap | Strategy |
|---|---|---|---|---|
| [role] | X | X | +/- X | Hire / Train / Contract |
| 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 |
| Scenario | Headcount | Cost | Assumptions |
|---|---|---|---|
| Conservative | X | $X | X% growth |
| Base | X | $X | X% growth |
| Aggressive | X | $X | X% growth |
## 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]