Workforce supply analysis
Who the organisation has today, and who it will still have over the plan's horizon. Supply analysis reads the current workforce and forecasts what will be available.
What goes in
- Employee data by unit and job.
- Attrition and retirement movements.
- Available skills.
- Nationalisation data (Saudisation and similar programmes).
What happens in the platform
- Headcount and full-time equivalent (FTE) are calculated by unit.
- Attrition and expected retirements are read.
- Skills and the Saudisation rate are analysed.
- Supply is forecast over the plan's horizon.
What comes out
- A documented picture of the current workforce by unit.
- A supply forecast over the plan's horizon.
- Human capital indicators based on ISO 30414.
- A consultant report for the stage.
What the AI expert does here
The AI expert reads the workforce data and proposes where the risks are, such as retirements concentrated in one unit or job. The consultant approves what fits.
Methodologies applied
- ISO 30409: workforce planning
- ISO 30414 human capital reporting indicators
Frequently asked questions
What does supply analysis measure?
Headcount and FTE by unit, attrition, retirements, skills and the Saudisation rate, then a forecast of the workforce that will be available over the plan's horizon.
Can employee data be updated automatically?
Yes. Your HR system can push employees and structure through per-client API keys, or you can schedule an import from a link to an Excel or CSV file in the platform template.
How does supply connect to the other stages?
Supply is compared with demand in the gap analysis, by unit and job, without retyping any data.
See this stage on data close to your organisation
We walk you through the platform in a short session and answer your team's questions on method, data and integration.