Workforce Planning and Headcount Forecasting
Headcount requests usually arrive as a plea rather than a forecast, and Finance rejects them for exactly that reason. This session covers the mechanics of building a defensible workforce plan: demand drivers, supply modelling, attrition assumptions and the gap analysis that turns a wish list into a budget line.
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By the end of the program, participants will be able to:
- Build a demand forecast from business drivers rather than from last year's headcount
- Model workforce supply including attrition, internal movement and retirement
- Produce a gap analysis and translate it into a build / buy / borrow decision
- Present a headcount case in the language Finance accepts"
- Build a demand forecast from business drivers rather than from last year's headcount
This program is organized by the Academy of Professionals Malaysia (APM).
Features:
- Strategic vs operational workforce planning: choosing your horizon (8 min)
- Demand modelling: linking headcount to revenue, volume or service drivers (12 min)
- Supply modelling: attrition rates, internal mobility, retirement curves (12 min)
- Gap analysis and the build / buy / borrow / bot decision grid (13 min)
- Presenting the plan to Finance and the board + Q&A (15 min)
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- A workforce planning worksheet with demand, supply and gap tabs
- The build / buy / borrow / bot decision grid
- A short script for defending a headcount request in a budget meeting
- A workforce planning worksheet with demand, supply and gap tabs