workforce-planning

name: workforce-planning description: > USE THIS SKILL when the user asks about headcount planning, workforce strategy, skills gap analysis, capacity modeling, future of work, talent strategy, workforce segmentation, build/buy/borrow/bot analysis, workforce cost modeling, attrition forecasting, labor market analysis, contingent workforce, automation impact, FTE planning, or workforce right-sizing. Also trigger for "skills taxonomy," "talent supply chain," "strategic workforce planning," "workforce analytics," "labor productivity," or any request to project workforce needs over 12-24 months tied to business strategy, digital transformation, M&A integration, or cost reduction.

Strategic Workforce Planning

Required Inputs

Execution Steps

1. Current State Workforce Analysis

Headcount Profile:

Skills Inventory Assessment:

Cost Structure Analysis:

Calculate fully-loaded cost by level and function: Fully-loaded cost = Base + Variable + Benefits + Taxes + Allocated Overhead

2. Future Demand Modeling

Strategy-Driven Demand Methodology:

Scenario-Based Demand Projections:

3. Supply Forecasting

Attrition Modeling:

Attrition projection formula: Projected Attrition = Current HC x Attrition Rate x (1 + Trend Adjustment)

Internal Pipeline Analysis:

Labor Market Analysis:

4. Gap Analysis Framework

Quantitative Gaps (Headcount):

Qualitative Gaps (Skills):

Location Gaps:

Timing Gaps:

5. Build / Buy / Borrow / Bot Analysis

Decision Framework:

Gap-by-Gap Decision Matrix:

6. Skills Taxonomy Development

Taxonomy Structure:

Level 1: Skill Domain (e.g., Digital, Leadership, Technical, Functional)
  Level 2: Skill Category (e.g., Data & Analytics, Change Leadership)
    Level 3: Specific Skill (e.g., Machine Learning, Stakeholder Management)
      Level 4: Proficiency Level (Foundational / Intermediate / Advanced / Expert)

Proficiency Definitions:

7. Workforce Segmentation

Strategic Segmentation Model:

8. Capacity Modeling

FTE Equivalence Calculation:

Effective FTE = Gross FTE x Availability Factor x Productivity Factor

Where:
  Availability Factor = (Working Days - PTO - Holidays - Training - Admin) / Working Days
  Typical range: 0.75 - 0.85

  Productivity Factor = Actual Output / Expected Output
  Typical range: 0.80 - 1.10 (varies by role maturity)

Example: 100 Gross FTE x 0.82 Availability x 0.90 Productivity = 73.8 Effective FTE

Utilization Analysis:

9. Workforce Action Plans

12-Month Action Plan:

24-Month Strategic Workforce Roadmap:

10. Workforce Cost Modeling

Current vs. Future State Cost Comparison:

11. Contingent Workforce Strategy

12. Automation and AI Impact Assessment

Task-Level Analysis:

Automation Impact Summary:

Automation Readiness Criteria:

Output Template

# Strategic Workforce Plan: [Organization / BU]

**Date:** [Date]
**Planning Horizon:** [12 / 24] months
**Scope:** [X] FTEs across [X] functions, [X] locations
**Business Strategy:** [One-line summary]

---

## 1. Executive Summary

[2-3 paragraphs: workforce challenge, key gaps, recommended strategy, investment required]

**Current Workforce:** [X] FTEs, $[X]M fully-loaded cost
**Projected Demand (24mo):** [X] FTEs (base case)
**Projected Supply (24mo):** [X] FTEs (after attrition)
**Net Gap:** [X] FTEs ([X] skill gaps, [X] location gaps)
**Recommended Strategy Mix:** Build [X]% / Buy [X]% / Borrow [X]% / Bot [X]%
**Total Investment Required:** $[X]M over [X] months

---

## 2. Current State Analysis

### Workforce Profile
[Headcount tables by function, level, location, employment type]

### Skills Inventory Summary
[Top skill strengths and gaps]

### Cost Structure
[Fully-loaded cost per FTE by level and function]

---

## 3. Future Demand Projections

### Scenario Summary
[Base / Upside / Downside demand by function]

### Key Strategic Drivers
[Strategy-to-workforce linkage table]

---

## 4. Supply Forecast

### Attrition Projections
[By segment with risk factors]

### Internal Pipeline
[Promotable talent, retirement risk]

### Labor Market Assessment
[Critical role availability and competition]

---

## 5. Gap Analysis

### Headcount Gaps
[Surplus/shortage by function and role]

### Skills Gaps
[Critical skill gaps with severity and urgency]

---

## 6. Build / Buy / Borrow / Bot Recommendations

[Decision matrix for each critical gap]

---

## 7. 24-Month Workforce Action Plan

[Phased roadmap with quarterly milestones]

---

## 8. Cost Model

[Current vs. future state cost comparison, ROI of workforce investments]

---

## 9. Automation Impact Assessment

[Task-level analysis, FTE displacement/augmentation projections]

---

## 10. Risk and Contingency

| Risk | Likelihood | Impact | Mitigation |
|------|-----------|--------|------------|
| Attrition exceeds forecast | | | |
| Skills not available in market | | | |
| Automation delays | | | |
| Budget constraints | | | |

---

## 11. Recommended Next Steps

1. [Immediate action with owner and deadline]
2. [Second action]
3. [Third action]

Quality Checks

• Workforce plan explicitly links to business strategy -- every headcount change traced to a strategic driver
• Planning horizon is 12-24 months with quarterly milestones, not just a point-in-time snapshot
• Build/Buy/Borrow/Bot analysis provides decision criteria for each gap -- not a blanket recommendation
• Attrition modeling uses historical data with trend adjustment -- not a single flat rate
• Skills gaps are assessed at the proficiency level, not just skill presence/absence
• Cost model uses fully-loaded cost per FTE (base + variable + benefits + taxes + overhead) -- not salary alone
• Workforce segmentation distinguishes strategic from core from support roles
• Automation assessment is at the task level within roles -- not role-level generalizations
• Capacity modeling accounts for availability and productivity factors -- not gross FTE
• Contingent workforce strategy addresses compliance, governance, and conversion pipeline
• Scenario planning includes base, upside, and downside cases with different workforce implications
• Labor market analysis covers availability, compensation, and time-to-fill for critical roles
• Plan includes risk register with mitigation strategies for execution risks