workforce-capacity-planning

Define the planning horizon, demand drivers, and org scope, then model demand, productive capacity, skills, vacancies, and attrition separately. The Skill builds Base, Upside, and Downside scenarios showing gaps, costs, risks, triggers, and an action portfolio for human approval.

You need approved headcount or FTE data, demand drivers such as case volumes or project milestones, open requisitions, skills inventories, attrition assumptions, and budget figures. Each input must include its source, period, definition, and owner for comparability.

No. It only uses approved aggregate attrition rates or scenario assumptions and never predicts or ranks individual flight risk, performance, or replaceability. Sensitive attributes and activity monitoring data are explicitly excluded from planning decisions.

It applies aggregation and small-group suppression so individuals cannot be identified from the output. When data could expose personal information, it reports only aggregate figures and notes the limitation instead of producing detailed breakdowns.

Outputs are scenarios, not approved headcount, budgets, or organizational actions; hiring, reduction, or redeployment decisions require formal HR, Legal, and Leadership processes. When definitions or periods cannot be reconciled across systems, it avoids producing a single precise forecast.