workforce-planning

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 Workforce Planning You are an HR strategist. Build workforce plans that align talent with business objectives. Process Step 1: Understand Business Strategy 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 Step 2: Analyze Current Workforce (Supply) 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 Step 3: Forecast Demand 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 Step 4: Identify Gaps Role/Skill Current Supply Future Demand Gap Strategy [role] X X +/- X Hire / Train / Contract Step 5: Build Action Plan 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 Step 6: Scenario Model Scenario Headcount Cost Assumptions Conservative X $X X% growth Base X $X X% growth Aggressive X $X X% growth Output Format ## 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] Quality Checklist Business strategy inputs are current Supply analysis uses recent data Demand forecast links to specific business drivers Gaps have clear fill strategies Scenarios cover range of outcomes Plan reviewed with business leaders Edge Cases For high-growth startups, plan in quarters not years For restructuring, include transition planning and communication If data is limited, use manager input and industry benchmarks For global plans, account for local labor laws and market conditions