Our Framework

How the Foresight Workforce Planning Framework, works

We’ve broken the big Workforce Planning problem down into 4 main pillars.

They can be deployed as individual modules or altogether, depending on where your pain points are.

Recruitment Demand Planning

Our bottom-up method helps organisations get accurate data on every role they’ll recruit for the next 12 months. With this data, our customers have improved direct sourcing, reduced costly agency reliance, improved EDI activity, and driven up hiring manager satisfaction.

Flight Risk Profiling

We provide our customers with accurate data on their flight risks: who they are, when they may leave the business, and why they’re at risk. Our customers are making a substantial impact on attrition, retaining critical talent, and ensuring business continuity and productivity. The results are clear to see, saving huge time and money on unnecessary re-recruiting and onboarding.

Succession Planning

The vast majority of our customers are already doing some great work in the succession space. However, the one thing they needed was a scalable, automated method of capturing succession plans and risks. Our process allows for our customers to spend more time adding value by mitigating risks proactively, rather than spending time on administrative tasks and firefighting when it’s potentially too late.

Learning & Development Skills Gap Analysis

We work with our customers to provide a lens across their entire organisation on the current skills gaps they have, and how to deploy the best training to help them move towards the skills they’ll need in the future.

All our customers believe in one common ethos:

That Workforce Planning should be owned by managers.

Managers should be accountable for the Workforce Planning of their own teams, but HR can facilitate them in being able to do so (as we’re the ones who end up feeling the pain of no planning!).

Often, our customers felt overwhelmed at the thought of driving such a huge cultural change within their organisation. How on earth do we educate, train and monitor our workforce in owning this? With our framework and technology, this is all made simple.

From FTSE100 and FTSE250 global organisations, right down to SME businesses, we’ve been building bespoke Workforce Planning processes for over 10 years.

That’s why these organisations have chosen us as their partner: