workforce-planning

name	workforce-planning
description	Forecast workforce needs and plan talent supply strategies
allowed-tools	["Read","Write","Glob","Grep","Bash"]
metadata	{"specialization":"human-resources","domain":"business","category":"HR Analytics","skill-id":"SK-018","dependencies":["Workforce data","Forecasting models"]}

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: 
  }
};

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

1. Business Alignment: Link workforce plans to business strategy
2. Multiple Scenarios: Plan for base, optimistic, and pessimistic cases
3. Regular Updates: Refresh forecasts at least quarterly
4. Skills Focus: Plan for skills, not just headcount
5. Lead Time: Account for hiring and development lead times
6. 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)