WorkforceScenario Demanda, Oferta e Capacidade por Função

O que está incluído

• Planning cycle, horizon, calendar and scenario owner
• Entity, unit, location, cost center, job family, role and level grain
• Aggregate baseline positions, filled/vacant/FTE and effective date
• No named employee data in planning model baseline
• Capacity measure FTE, hours, cases or configured unit
• Productivity/capacity rate supplied as operational assumption, not employee score
• Demand driver volume, service level, expansion, regulation, project or capability
• Driver source, owner, formula, lag and confidence
• Demand-to-role conversion rule version
• Seasonality and ramp curve
• Minimum coverage and strategic buffer
• External/internal supply categories
• Approved openings, accepted offers and start-date ranges
• Internal mobility volume aggregate without individual prediction
• Learning/reskilling pipeline capacity and completion assumption
• Contractor/vendor capacity and contract boundary
• Attrition/retirement assumption as aggregate range
• No individual flight-risk prediction
• Leave/absence capacity only as lawful aggregate
• Scenario baseline, growth, constrained, transformation or custom
• Scenario cloned from versioned assumptions
• Levers hire, redeploy aggregate, develop, outsource, location mix, process change or automation
• Automation lever requires capability, timing, adoption and displaced-work transition assumption
• No automatic recommendation to eliminate jobs or people
• Build/buy/borrow/automate comparison with lead time, cost, risk and reversibility
• Constraint recruiting capacity, trainer capacity, budget, location, vendor, workspace or policy
• Role/location supply-demand gap by period
• Surplus is planning signal, not dismissal list
• Cost model salary reference, burden, recruiting, learning, vendor and transition as finance inputs
• Currency, inflation/merit and effective-date assumptions
• Scenario total and range with sensitivity
• No false precision or guaranteed forecast
• Capacity pool and initiative dependency link
• Scenario optimization, if used, exposes objective/constraints and requires human selection
• Diversity/equal-opportunity analysis only as lawful aggregate with minimum groups
• No protected trait target for adverse employment action
• Selected plan approval and locked version
• Approved headcount envelope by unit/role/period
• Downstream requisition/budget request remains separate approval
• Monthly actual versus plan hires, exits, transfers, capacity and cost
• Variance cause recorded by owner, not inferred as blame
• Rolling forecast creates new version
• Risk/mitigation owner for critical role gap
• Dashboard gaps, lead times, constraints, costs and variance
• Pilot for eight units, thirty role groups and three scenarios