Workforce planning software for what comes next.
See where your workforce stands, plan headcount and budgets, and prepare the people who could step into tomorrow’s critical roles - all in one connected place.
Overview
Workforce outlook
Headcount
248
Critical roles
18
Coverage
72%
Headcount plan
Forecast by job family and business unit
Successor pipeline
Readiness and skills match
Development plans
Learning and career goals
Plan roles, people and capability together
From insight to action
Know the gaps before they become vacancies.
Workforce planning software makes it easier to see who is here, where roles are vacant and which skills are hard to replace. Build plans from your actual positions and employee records instead of another spreadsheet.
From a headcount forecast to a named successor and their development plan, each decision stays connected to the people and roles it affects.
Inside the module
Plan the workforce. Build the bench.
Workforce planning software and succession planning software share the same position, skills and employee information.
Workforce insights
Live headcount, FTE, positions, vacancy rate and estimated workforce cost, with monthly headcount trends. See 12-month attrition, regretted attrition and internal mobility, average tenure, age and tenure charts, and management layers by business unit and job level.
Job architecture
Define job families, sub-families, ranked levels and profiles with responsibilities and required skills. Set pay bands and career paths; connect planned, approved, active or frozen positions to budgeted FTE, cost, estimated actual cost and compa-ratio.
Skills framework
Organise a central skills library with categories and a configurable five-level proficiency scale. Compare employee, manager and verifier ratings with role requirements, and record evidence when a tagged learning course is completed.
Headcount and budget plans
Plan for a set period across the organisation or a business unit. Add, backfill, change FTE or remove positions with costs and justifications; approve or decline plans, then track requisitions, filled positions and FTE and cost variance.
Scenario modelling
Explore what-if assumptions for growth, attrition, salary increases and time horizon. Add, remove or move positions and change FTE or cost, then see month-by-month headcount and cost projections.
Critical roles and successors
Assess business impact, skill scarcity, vacancy and incumbent risk with a weighted criticality score and manual override. See coverage, successor counts, readiness, bench strength and alerts when an incumbent or successor is leaving.
Talent reviews
Bring performance and potential together in configurable 9-box reviews. Rank successor suggestions using skill match, readiness, job level, job family, career aspirations and placement; consider internal successors on job requisitions.
Development and career paths
Link individual development plans to target roles or successor nominations. Assign learning, goals, mentoring, coaching, stretch assignments and on-the-job experience; track progress and remind people when actions are due.
Confidential by design
Give HR, managers and employees feature-level permissions with team or organisation scope. Keep talent reviews, successor nominations, aspirations, skills and plans together in a confidential talent profile with access logging and configurable flight-risk visibility.
Feature list
Workforce & succession planning features
Explore the planning, talent and development tools in this module.
| Feature | What it does | Included |
|---|---|---|
| Workforce insightsLive headcount, FTE, vacancies, estimated cost and monthly trends | Live headcount, FTE, vacancies, estimated cost and monthly trends | |
| Workforce forecasts12-month headcount outlook by job family, projected leavers, retirements and hiring gaps | 12-month headcount outlook by job family, projected leavers, retirements and hiring gaps | |
| Job architectureJob families, levels, profiles, pay bands and career paths | Job families, levels, profiles, pay bands and career paths | |
| Position budgetsPosition status, budgeted FTE and cost, estimated actual cost and compa-ratio | Position status, budgeted FTE and cost, estimated actual cost and compa-ratio | |
| Skills frameworkSkills library, configurable proficiency and employee, manager and verifier ratings | Skills library, configurable proficiency and employee, manager and verifier ratings | |
| Skills gap analysisCompare employee skills with role requirements and learning evidence | Compare employee skills with role requirements and learning evidence | |
| Critical rolesWeighted criticality assessments, overrides and incumbent risk flags | Weighted criticality assessments, overrides and incumbent risk flags | |
| Headcount plansAdd, backfill, change or remove positions with budgets and approvals | Add, backfill, change or remove positions with budgets and approvals | |
| Plan versus actualTrack requisitions, filled positions, FTE and cost variance | Track requisitions, filled positions, FTE and cost variance | |
| Scenario modellingModel growth, attrition, salary changes and structural changes by month | Model growth, attrition, salary changes and structural changes by month | |
| Talent reviewsAssess performance and potential in configurable 9-box reviews | Assess performance and potential in configurable 9-box reviews | |
| Succession plansRank successors by readiness, skills, career aspirations and role fit | Rank successors by readiness, skills, career aspirations and role fit | |
| Development plansLink learning, goals, mentoring and stretch assignments to target roles | Link learning, goals, mentoring and stretch assignments to target roles | |
| Employee Career HubExplore career paths, vacancies, skill matches and development progress | Explore career paths, vacancies, skill matches and development progress | |
| Confidential talent profilesSee talent history and nominations with an access log | See talent history and nominations with an access log | |
| Dashboards and reportingSuccession coverage, development widgets and workforce reporting | Succession coverage, development widgets and workforce reporting | |
| Permissions and configurationFeature-level access, team scope, rating settings and privacy controls | Feature-level access, team scope, rating settings and privacy controls |
Connected planning
A clearer path for every role.
Succession planning software links critical positions to talent reviews, successor readiness and individual development plans. Employees can see their own career paths and learning progress, while sensitive talent assessments remain controlled by permissions.
Succession coverage
See covered, at-risk and uncovered roles and the strength of the bench.
Development in motion
Course completions feed skill evidence and linked development actions.
Controlled access
Feature permissions, manager scope and a view log protect confidential profiles.
FAQs
Workforce planning software questions, answered.
What does workit's workforce planning software show?
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Workit's workforce planning software brings headcount, FTE, positions, vacancy rate and estimated workforce cost into a live view. Monthly snapshots show trends; 12-month measures cover attrition, regretted attrition and internal mobility, with tenure, age and management-layer views.
Can workforce planning software forecast future hiring needs?
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Yes. Workforce planning software projects 12-month headcount by job family, including expected leavers, retirement risk and the resulting hiring gap. You can configure the retirement age and planning window, then compare approved headcount plans with actual FTE and cost.
How do headcount plans and scenario modelling work?
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Workforce planning software lets teams propose position changes with budget and justification, route plans for approval and track plan-versus-actual outcomes. Separate what-if scenarios model growth, attrition, salary increases and structural changes to show monthly headcount and cost projections.
How are critical roles identified for succession planning?
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Succession planning software assesses each position for business impact, skill scarcity, vacancy risk and incumbent risk. A weighted score identifies critical roles, with a manual override available; coverage and successor counts show where the bench is at risk.
How does workit identify and develop successors?
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Succession planning software ranks suggested successors using skill match, 9-box placement, readiness, job level and family, and career aspirations. Individual development plans connect skill gaps with learning, goals, mentoring, coaching and practical experience, with progress and due-action reminders.
Can employees explore career opportunities themselves?
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Yes. The Employee Career Hub in workforce planning software lets employees record aspirations and self-rate skills, explore career paths and suggested next roles, see skill gaps and internal vacancies with match percentages, and follow their development plans.
Who can see sensitive talent information?
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Workforce and succession planning software has separate permissions for each feature, with team-level and organisation-wide access. Talent profiles are confidential, each view is logged, and an organisation can control whether managers see flight risk.
See workforce planning in workit.
Walk through workforce insights, headcount plans, critical roles and succession coverage with our team.
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Planning works better connected
The people, roles and development data stay together across workit.