workforce-planning

Workforce planning starts by loading company goals, strategy, and metrics, then models future work, quantifies capacity, and maps required capabilities. It compares build, buy, borrow, and automate options and recommends the smallest action portfolio that satisfies hard constraints.

The Skill evaluates build/buy/borrow/automate options using risk-adjusted value, confidence-weighted evidence, and affordability tests against cash limits. Options are ranked by constraint compliance, time-to-value, and reversibility before a recommendation is made.

No. Employment actions always require human approval under the Skill's guardrails. It can draft plans, run simulations, and execute low-risk reversible internal actions, but material people decisions route to the named accountable approver.

It needs the planning intent, decision horizon, objective with baseline and target, hard constraints, current state, evidence with confidence levels, industry profile, business model profiles, stage, maturity, and jurisdictions. Missing material facts trigger a concise clarification request.

Do not apply generic benchmarks before benchmark-calibration establishes comparability with your company. Profile defaults and industry benchmarks are treated as assumptions, not facts, and must be validated against authoritative company and jurisdiction evidence.