HR & Workforce Planning

Plan and simulate headcount according to financial budget and growth projections

Collapse the organization for bottom-up planning or cascade the organization for a top-down scenario

Include assumptions about hiring, firing, role recruitment time, team role ratios, and all associated costs

Determine hiring plans and new positions or applications based on the approved new headcount plan

Identify talent gaps and evaluate different scenarios to address them

Develop workforce management strategies and programs to support long-term talent supply, skills development, and placement strategies

Calculate workload based on business demand drivers

Consolidate timesheets, tardiness, and absences

Determine workforce capacity by team and role

Evaluate the impact on productivity and overtime costs by modeling productivity as a function of workload to identify gaps

Model changes and absences

Assess the potential impact of mergers, acquisitions, or organizational reorganizations and restructurings

Optimize location strategy and employee plans according to the company’s needs and objectives

Utilize third-party data on talent availability and costs

Model remote, in-office, or hybrid work scenarios

Estimate and examine costs, including travel for remote workers and facilities under various scenarios

Track employee trends and decisions by country or region

Simulate and compare different scenarios to see their impact on KPIs, headcount, and cost projections at a glance

Analyze the impact of any number of internal or external changes, drivers, and assumptions

Use dashboards, reports, and analytics with data visualization to analyze workforce and cost data

Create carefully formatted reports for decision-making at all levels of the organization

Utilize generative capabilities to aggregate data to understand the big picture and dive deep into the details to comprehend underlying factors