Drive consistency and efficiency across workforce planning

Effectively align your human capital to strategic, operational, and financial goals

Workforce planning is a mission-critical process, aligning the expectations of the organization with the capacity and needs of its workforce to ensure the achievement of strategic corporate objectives.

The Board decision-making platform supports the entire workforce planning process in a unified solution, integrating personnel data from all corporate departments for a completely connected approach.

Transform your workforce planning process

Get rid of disconnected multi-point solutions, taking advantage of one centralized platform which integrates data from multiple sources, such as transactional and legacy systems, ensuring one version of the truth for all planning activities.

  • Align strategic planning with business goals

    Accomplish long term workforce planning, acknowledging the impact of value creation objectives defined in the corporate strategic planning process on headcount and HR

  • Test the impact of new HR strategies before you commit

    Simulate different scenarios in terms of workforce metrics and KPIs, connecting strategic workforce planning with different organizational charts

  • Support operational workforce planning, budgeting, and forecasting

    Conduct mid-short term planning (i.e. budgeting and quarterly rolling forecasts) in terms of headcount and HR expenditure such as salary, variable remuneration, benefits, and social security costs. Acknowledge HR requirements generated by the operational planning activities of other business functions such as sales and marketing, supply chain, and R&D

  • Enhance labor forecasting practice

    Accomplish estimates for shorter-term workforce demands (up to three months out) based on various demand drivers which are distinctive for each industry (also known as "capacity forecasting")

  • Foster industrial labor standards

    Take advantage of business modeling capabilities to define industrial techniques, capturing granular goal times for each process, task, and activity

  • Test feasibility of workforce planning projections

    Set up the process which aligns workforce demand coming from strategic & operational workforce planning and labor forecasting (i.e. number of headcounts and FTEs, fixed gross remuneration, bonus, benefits and social security costs) with inputs from industrial labor standards, labor scheduling, and personnel attendance / leave data

  • Monitor and control your entire workforce plan

    Conduct gap analyses between current and past data or actual and target data contained in your workforce plan, within a multi-dimensional environment and dissecting your results in terms of headcounts, full company cost per headcount, gross/net salary per headcount, benefits per headcount and social security costs per headcount

Customer success story: Holter

Transformation of staffing forecast and controlling processes

With the help of the Board platform, we have reduced the time it takes to complete our monthly staffing forecast by more than 50%.
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