Strategic workforce planning software

Hires the plan actually needs

$51.60

Net new people the plan adds

30

Leavers to expect at this attrition

$21.60

The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.

Strategic workforce planning software is sold to the annual cycle: how many people next year, in which roles, at what cost. The arithmetic underneath it is short and almost always done wrong in the same place, which is that a plan's hires are not its growth. This page is about that gap and what a planning product has to do about it.

Open the Strategic workforce plan Free to use. No account, no card, no trial clock.

Start from leavers, not from growth

Net growth is the number in the board deck. Hires is net growth plus everyone who leaves, and at eighteen percent attrition on a team of 120 that is another 21.6 people. The free worksheet returns both so the requisition count is the honest one.

Work backwards from time to hire

A requisition approved too late in the year cannot start in it, whatever the budget says. The worksheet returns the latest week to approve and still start, which is the date that should be in the plan rather than the headcount.

Count the ramp

A new starter is not productive on day one, and across a plan of thirty hires the weeks lost to time-to-hire and ramp are a real capacity number. Planning as though hires arrive fully productive is why plans land on paper and not in the queue.

Will it do what you need for Strategic workforce planning software?

Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.

Send the question

Strategic workforce planning software: common questions

What attrition rate should we plan on? Your own, from your own leavers. This site publishes no benchmark; the worksheet takes whatever you enter and shows what it does to the hire count.

Does it connect to our HRIS? Not today. You enter the headcount, target, attrition and cost; the record keeps the plan and its assumptions.

Is this the same as budgeting? It feeds it. The plan says how many people and when; the budget turns that into money. The worksheet returns the annual cost of the planned team so both numbers come from one place.

Orgplanly Pro

Keeping what you make

The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.

• Download the finished checklist or intake form as a file the client accepts
• The paperwork goes out clean, without the Kickoffo watermark
• Re-use the checklist for the next client instead of rebuilding it
• Your firm's logo on every checklist and form you send
• Export every client's onboarding at once when the account review or the buyer asks
• Send the plan for review from the record, not a spreadsheet
• Not part of Orgplanly today; your billing stays where it is
• Not part of Orgplanly today; your ledger stays where it is

$90per month, whole team

Start Orgplanly Pro Pricing

Orgplanly Pro renews monthly at $6.50 per user per month until you cancel; the price and renewal terms are shown before checkout.