Workforce Planning

We are excited to introduce our first release of Orgvue's Workforce Planning solution

Workforce planning is the data-driven process of identifying what an organization is going to need in terms of right workforce skills and capacity with a sound mix of diversity, experience, knowledge, and location of its workforce to achieve its business objectives. In simpler terms, it’s about getting the right number of people with the right skills in the right place at the right time for the right cost and planning for that in both the short and long term. To find out more, visit:

https://www.orgvue.com/solutions/workforce-planning/

What is in our first release?

Getting ready to plan: Set your foundation and baseline

Create your plan

Create plans with timelines to suit your planning goals. For example, a yearlong plan with monthly intervals for a workforce plan tied to a budget, or a 5 yearlong plan with yearly intervals for some long-term strategic planning.

Prepare your data

Leverage existing data in orgvue, or upload new datasets and start from scratch. Defining a baseline defines the workforce you have today and acts as your starting point

Segment your workforce based on job hierarchy, geography or business hierarchy

Map your analysis properties such as cost, and position start and end date.

Incorporating business strategy: Calculating your target demand

Model demand according to the nature of the job and apply different assumptions to suit your needs.

Manual entry

Simply enter FTE figures against each time period if you already have calculated figures to hand.

Percentage growth

Percentage figures to apply simple growth or decline assumptions

Volume driver

Define drivers of demand such as number of sales leads or incoming customer service calls

Review a summary of the FTE demand for all role clusters in a single place

Position planning: Where target meets individual projections

Bring planning closer to the workforce by decentralizing - where individual contributors are determining planned FTE, informed by the target derived from business strategy.

Step 1: Delegate your position plan

Delegate your workforce plan to individual contributors and define who should approve each plan

Step 2: Model the future workforce through position planning

Easily add / remove or change positions, seeing the effect of your changes realtime

Step 3: Submit and approve / reject plans

Contributors can submit their plan and add some accompanying notes, and approvers can approve or reject the plan making informed decisions based on how the plan tracks against target demand.