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Workforce Planning Playbook
You may not have all of this data, or your metrics might be defined differently. That's okay! Share whatever you have. The most important thing here is to get started with what you have on hand.
Here is a set of data instructions that you can follow if it's helpful to have additional guidance:
You have two options for compiling your demand data:
Provide five years of historic data from 2017 - 2021. This should require a simple download from your HR software or talent management system. A couple of notes on compiling this data:
• Disaggregated, anonymized data is preferred
• Monthly data can help us generate smarter forecasts
If your company already has hiring forecasts in your staffing plans. We're looking for forecasts that go out to at least 2025. Ideally, you will be able to provide disaggregated data so that we can align it with our forecasting models.
To generate the forecast, we need the following data points. This will serve as a baseline for us to predict your future hiring needs and estimate the gaps in available talent supply.
*Optional if data is readily available
Headcount
Average Time-to-Fill
Additions
New Hires
Promotions
Laterals
If available, provide details on the type of hire (Full-time, part-time, contingent worker, weekender, etc.)
Turnover
If available, provide details on the reasons for leaving (involuntary, voluntary, retirement)
The structure of your data will depend on which HR softwares and systems you use. Here is a sample to show you one way of structuring data on new hires:
This demonstrates a small sample size of data for the following data points:
• New Hires
• Promotions
• Time-to-Fill
Rachael Donham, Project Data Lead
If you need support, or have questions about how to structure your data, contact Rachael at rachael@radiusgroup.co.
Our goal here is to conduct a supply chain analysis that helps you understand available talent supply for critical roles.
The demand forecast is the first step in this process. Once we have that, we can map the gaps in available supply. Here's an illustration of a demand forecast for nursing roles at Atrium.
Your first step is to connect with your teammates to review the data you have available.
Once you have a good idea of your current data availability, you can schedule time to workshop this with our data team.
Before reaching out to your team, we recommend reading through the next page where we’ll introduce tips on messaging, our methodology, and how to get data sharing approval. Here is a sample email for introducing the project to your team members:
Once you have reviewed the data sets, send a message to team members requesting support in compiling available data sets.
