Afrexai Workforce Planning

# Workforce Planning Framework

Build a data-driven workforce plan that aligns headcount, skills, and costs with business goals. Covers demand forecasting, gap analysis, succession planning, and contingent workforce strategy.

## When to Use
- Annual or quarterly headcount planning
- Post-merger workforce integration
- Scaling teams for new product lines
- Reducing labor costs without layoffs
- Building succession pipelines for critical roles

## How It Works

### 1. Current State Audit

Map every role against these dimensions:

| Dimension | What to Capture |
|-----------|----------------|
| Headcount | Filled vs open vs frozen positions by department |
| Skills inventory | Technical + soft skills rated 1-5 per employee |
| Tenure risk | Years in role, flight risk score (low/med/high) |
| Cost profile | Fully loaded cost (salary + benefits + overhead) |
| Utilization | Billable/productive hours ÷ available hours |

**Benchmark:** Fully loaded cost typically runs 1.25x-1.4x base salary (US), 1.3x-1.5x (UK/EU).

### 2. Demand Forecasting

Three methods — use all three and triangulate:

**Revenue-per-employee model:**
```
Required headcount = Target revenue ÷ Revenue per employee
```
- SaaS benchmark: $200K-$350K revenue per employee (2026)
- Professional services: $150K-$250K
- Manufacturing: $180K-$300K

**Driver-based model:**
```
Support staff needed = (Projected customers × tickets/customer/month) ÷ tickets/agent/month
Engineers needed = (Planned features × avg dev-weeks/feature) ÷ available dev-weeks/quarter
```

**Managerial span model:**
```
Managers needed = Total ICs ÷ Target span of control
```
- Engineering: 5-8 ICs per manager
- Sales: 6-10 reps per manager
- Support: 10-15 agents per manager

### 3. Gap Analysis

For each department, calculate:

| Metric | Formula |
|--------|---------|
| Headcount gap | Demand forecast - Current headcount - Pipeline hires |
| Skills gap | Required skill level - Current avg skill level (by competency) |
| Experience gap...

# Workforce Planning Framework

Data-driven headcount planning, skills gap analysis, succession pipelines, and contingent workforce strategy — built for ops leaders and HR teams who need numbers, not theory.

Covers demand forecasting (3 models), gap analysis with priority scoring, supply strategies with cost benchmarks, succession planning, and quarterly review cadence.

**What's inside:**
- Revenue-per-employee and driver-based demand models
- Skills inventory and gap analysis with priority scoring
- Supply channel matrix (hire vs contract vs upskill vs automate)
- Succession planning framework with flight risk tracking
- Contingent workforce compliance (IRS, IR35, EU WTD)
- Full annual workforce plan template
- Quarterly review cadence

## Quick Start

Install: `clawhub install afrexai-workforce-planning`

Then ask your agent: *"Build a workforce plan for Q2 — we're targeting $5M revenue with 35 current employees"*

## Part of the AfrexAI Business Framework

→ [AI Revenue Leak Calculator](https://afrexai-cto.github.io/ai-revenue-calculator/) — Find automation savings  
→ [Industry Context Packs](https://afrexai-cto.github.io/context-packs/) — Deep frameworks for 10 verticals ($47/pack)  
→ [Agent Setup Wizard](https://afrexai-cto.github.io/agent-setup/) — Deploy AI agents fast  

**Bundles:** Pick 3 $97 | All 10 $197 | Everything $247