Strategic Workforce Planning
Strategic Workforce Planning translates long-term corporate strategy into execution plans by ensuring that the strategy is supported by the right workforce—the right skill sets and headcount at the right time. Strategic Workforce Planning is available with EPM Enterprise Cloud Service as an application type in the Planning business process.
Strategic Workforce Planning is extensible using the EPM Cloud Platform framework to further add additional configurations and personalization into your Strategic Workforce Planning application with custom navigation flows, dashboards, and infolets.
You look at long-term demand for resources by exploring scenarios that impact those demands. You also look at what’s going to happen with your current workforce, for example, through retirement or natural attrition. Evaluating demand against supply helps you understand what gaps there may be—positive or negative—so that you can proactively plan for needed resources. You can anticipate the headcount and skills needed to support your business strategy.
Strategic Workforce Planning provides configurable drivers and demand thresholds that enable planners to answer such questions as, "Do our employees have the right skill sets to accomplish future plans?" and "Will expected expenses and revenues support our plans?". You select the best calculation logic for each driver, which translates driver values to future long-term full-time equivalent (FTE).
Watch this video to learn about Strategic Workforce Planning.
You can also enable Workforce to manage and track headcount expenses. You can then align critical corporate resources—people and dollars—with the strategies that best leverage a competitive advantage. Departments can collaborate to plan headcount and related expenses such as salaries, health care, bonuses, and taxes. Planners can see up-to-date graphics that show expenses and trends.
If Workforce is enabled with all its features, planners can manage and track headcount expenses:
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Analyze, calculate, and report on headcount, salary, bonuses, taxes, and health care expenses
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Plan for hires, transfers, promotions, terminations, and so on
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Define country-appropriate taxes and benefits