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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