Build workforce plans and org structures: headcount forecasting, capacity models, spans and layers, organizational design options, and restructuring/Redundancy planning. Use when the user asks to plan hiring budget, forecast headcount, design an org chart, calculate staffing needs, or plan a reorganization.
npx skillsify add workforce-planning-org-designPlanned hires equal net growth plus headcount times expected attrition — this skill starts workforce planning from business drivers, not wish lists, with capacity models per function: quota-based for sales with ramp factors, volume and shrinkage for support, velocity for engineering. Org design works from the work backwards: spans of five to nine, every layer audited, and role charters with decision rights because an org chart without charters is decoration. The restructuring framework is flagged for legal review throughout, with objective selection criteria, local-law compliance and survivor management.
---
name: workforce-planning-org-design
description: "Build workforce plans and org structures: headcount forecasting, capacity models, spans and layers, organizational design options, and restructuring/Redundancy planning. Use when the user asks to plan hiring budget, forecast headcount, design an org chart, calculate staffing needs, or plan a reorganization."
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# Workforce Planning & Org Design
## Purpose
Right people, right seats, right time, right cost — linking business plan to hiring plan.
## Headcount forecasting
1. Start from business drivers: revenue targets, product roadmap, ticket volume, projects won — each maps to capacity demand per role.
2. Capacity models by function:
- Sales: quota × reps needed = target; ramp factor (new rep = 50% productivity months 1–3)
- Support: volume / (tickets per agent per day × workdays) × shrinkage factor (leave/training ~20–30%)
- Engineering: roadmap points / velocity per engineer
3. Add attrition buffer: planned hires = net growth + (headcount × expected attrition %).
4. Cost it: fully-loaded cost per role (salary + GOSI/taxes + benefits + equipment + tools ≈ base × 1.25–1.4).
5. Scenarios: base / aggressive / lean, with trigger points ("if Q2 revenue ≥X, open wave 2").
## Org design principles
- Span of control: 5–9 typical; wider for routine work, narrower for complex/mentoring-heavy.
- Layers: every added layer slows decisions; audit "manager of one" structures.
- Design from work backwards: group by customer/product/function deliberately; each unit needs a clear mission, decision rights, and interfaces.
- Document: org chart + role charters (mission, accountabilities, decision rights, key interfaces) — an org chart without charters is decoration.
## Restructuring / redundancy (handle with legal review)
- Business case + selection criteria that are objective, documented, and consistently applied (skills matrix, performance history — never discriminatory proxies).
- Local law: notice, consultation requirements, severance/EOS, protected categories.
- Communication plan: sequence (affected first, privately), scripts, support (severance, notice pay, reference, outplacement).
- Survivor management: remaining-team comms, workload rebalance, retention risk watch.
## Deliverables
- Workforce plan: hiring waves table (role, level, quarter, cost, driver, status)
- Capacity model per function (formulas included)
- Org design doc: chart + role charters + design rationale
- Restructuring plan framework (legal-review flagged)
Design the end-to-end candidate journey and communication templates: application, scheduling, prep, updates, rejection, and offer-stage messaging that protects employer brand. Use when the user asks for rejection email templates, candidate communication sequences, interview prep packs, or improving candidate experience/NPS.
0 installs · v1.0.0
Build employer brand and Employee Value Proposition: EVP definition, careers-page content, recruitment marketing, review-site management, and talent-audience campaigns. Use when the user asks to improve employer brand, write a careers page, define an EVP, respond to Glassdoor/Indeed reviews, or run recruitment marketing.
0 installs · v1.0.0
Audit hiring pipelines, job ads, screening criteria, and AI-recruiting tools for bias and legal/compliance risk (disparate impact, EU AI Act high-risk rules, PDPL/GDPR candidate data). Use when the user asks to check fairness of a hiring process, audit an AI screening tool, review adverse-impact metrics, or make recruitment compliant.
0 installs · v1.0.0