Enabling Headcount Planning

If you enable Strategic Workforce, then Demand Planning and Supply Planning are automatically enabled. Select from these features:

• Employee Demographics—Select to analyze such employee attributes as veteran status, gender, and age band. If you want to use Employee Demographics, you must select it the first time you enable features. Available only for Employee and Job granularity.
• Demand Planning—Enables you to look at the long-term demand for strategic jobs, based on custom demand drivers that align with your corporate goals. Some examples of demand drivers: revenue, units manufactured, and claims processed.

  Because demand drivers vary by industry, Strategic Workforce Planning includes no predefined demand drivers. Instead, you configure as many as you need using the Demand Driver configuration task. You can manually add or import demand drivers.

  As part of Demand Planning, you can also enable:

  • Demand Driver Scaling Factor—Enables planners to scale demand planning to account for a change in efficiency over time. That is, you can accomplish more with the same number of people. Setting the Demand Scale enables planners to increase the demand driver without increasing the resources needed using the same ratio. For example, you expect Call Center Operators to handle more calls in the future because they're more experienced. See Scaling Demand FTE.

    If Demand Driver Scaling Factor is enabled, but no scaling factor data is entered on the form, 100% is assumed in demand calculations.

  • Expected Productivity Gains Factor—Enables planners to account for the impact on the productivity of FTE beyond that of Demand Scale. For example, you plan to improve a process or buy technology that improves productivity and reduces the impact on Demand FTE. Perhaps a new automated system is expected to improve productivity 5% over last year. If you set Expected Productivity to 5% of the previous year's ratio, then doubling the number of calls requires only 95% of the previous year's ratio to meet the demand. See Factoring Productivity Changes into Demand FTE.

• Supply Planning—Enables you to assess your supply of personnel using attrition drivers. For example, you can assess your workforce using drivers such as Attrition by Age Band or Attrition by Job. If you enable Age Based Retirement, supply calculations can factor age-based retirement into attrition calculations. Because retirement is employee-specific, this option is available only for the Employee and Job level of granularity.
• Skills Assessment—Enables you to analyze and plan for skill proficiencies. Examples of skills you might add: Project Management or Java coding. Because skills are specific to employees, this option is available only for the Employee and Job level of granularity.
• Average Compensation—Enables you to base supply and demand compensation calculations for jobs on an average compensation rate. You can load or specify the rates. You can define whether average compensation includes salary, additional earnings, benefits, and taxes.

  To ensure correct supply and demand compensation calculations, import average compensation rates for jobs into the No_Currency member.