Workforce planning only becomes possible on the basis of the right data.
When jobs, skills, and costs are systematically captured, the workforce can be analyzed in detail, changes can be simulated, and staffing levels can be aligned with the company’s strategic direction.
Technological change, new business models, and transformation initiatives are analyzed in relation to current and future workforce needs. By aligning demographic developments, competency requirements, and capacity needs, workforce resources can be actively managed and investments strategically prioritized. This creates a robust basis for decision-making that enables early action and helps avoid costly, reactive restructuring.
Workforce Planning
Workforce Planning
Our Services
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Job Structure
For workforce planning, we assess whether the existing job structure is suitable for realistically simulating future workforce needs. Where necessary, the job catalog is adjusted or rebuilt using AI and industry-specific catalogs and then adapted to the company’s context. The goal is a clear definition of jobs as stable structural units for planning and comparison.
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Skills Management
Analyzing transformation-related changes often requires more than just a job-based perspective. Therefore, the job catalog is complemented by a skills architecture that enables a more differentiated view of future requirements.
In collaboration with experienced providers, we efficiently identify the relevant skills for individual jobs using AI and link them consistently with the existing job architecture.
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Workforce Planning
Based on the job and skills architecture, we analyze future workforce needs in an iterative process. The focus lies on which skills will gain importance, change, or disappear due to technological developments and automation.
Using existing master data and the linkage between jobs and skills, we develop demographic scenarios and compare them with the company’s strategic future scenarios. This makes it visible how the workforce will develop if no action is taken and where future intervention will be necessary.
Building on this, we develop scenarios for reskilling, mobility, and external sourcing. The results are prepared in clear analyses and visualizations, for example in Power BI, and lead to a concrete action plan with prioritized areas of action and decision-making foundations.
Workforce Planning
FAQ Job Architecture Workforce Planning
Workforce planning describes the systematic planning of a company’s future workforce needs. The goal is to identify early which skills and capacities will be required in the future and how they can be developed or acquired. Companies analyze strategic developments, technological changes, and demographic trends for this purpose.
A job architecture creates a clear structure for all functions within a company. This allows workforce size, costs, and skills to be analyzed systematically. Without a consistent job structure, it is difficult to realistically model future workforce needs.
In addition to jobs, skills are becoming increasingly important. By linking jobs and skills, companies can analyze more precisely which competencies will be required in the future and where reskilling or recruiting needs will arise.
Companies often use scenario analyses that consider strategic developments, technological changes, and demographic factors. By aligning these scenarios with the existing job and skills structure, future workforce needs can be systematically derived.