Envision your long-term HR strategy with Nakisa's strategic workforce planning software
Designed for large organizations with complex structures and dynamic workforce needs, the Nakisa Strategic Workforce Planning Suite streamlines the entire workforce planning process—from current state assessment to upcoming needs forecasting, gap analysis, future scenario modeling, headcount planning, and real-time impact monitoring and adjustments—ensuring you stay ahead of evolving market conditions.
Key benefits of Nakisa's workforce planning software
Strategic Vision 
Align workforce with strategic objectives
Decision-making and risk mitigation 
Make confident decisions backed by data
Cross-team Alignment 
Foster collaboration to get on the same page faster
Resource efficiency 
Optimize resource allocation by setting clear targets
STRATEGIC WORKFORCE PLANNING
Leverage a comprehensive strategic workforce planning workflow to secure the right talent for future success
Designed for large organizations with complex structures and dynamic workforce needs, Nakisa empowers you to make data-driven decisions that align talent with future business needs. With 
and the support of advanced analytics and scenario modeling, you can forecast upcoming needs based on your current state and future drivers, identify workforce gaps, and optimize talent strategies to stay ahead of changing market conditions.
Strategic initiative creation, timeline, and cluster selection
Define the strategy and create initiatives with key attributes such as name, description, goals, and stakeholders. Then, determine two key elements: - Time horizon: Determine the planning scope, such as long-term plan (3-5 years), medium-term (2-3 years), or short-term. - Dimensions/Clusters: Categorize data by legal entity, business unit, function, job family, or location for deeper analysis and insights.
Current state assessment
Analyze both talent (“supply pool”) and positions (“position pool”) using dashboards, trends, and key metrics, through a 5C framework: - Capacity: Headcount, FTE, and position trends - Cost: Salaries, compensation, and position budgets (including vacancies) - Capabilities: Skills and competencies at both employee and position levels - Composition: Workforce structure and diversity (including roles, functions, seniority, demographics, and employment types) - Configuration: Organizational structure (including spans and layers)
Future state driver configuration
Define key drivers shaping the strategic initiative across three critical categories: - Supply drivers: Attrition rates and retirements - Market drivers: External factors like unemployment rates or inflation - Demand drivers: Internal factors such as revenue growth targets, geographical expansion, and operational efficiency goals (e.g., organization optimization)
Gap analysis of current vs. future state
With the strategic initiative, current state, and future state drivers defined, you can now conduct a gap analysis. This step compares the current state to the future state using the 5C framework and dimensions to identify gaps in: - Capacity: Headcount, FTE, and position trends - Cost: Salaries, compensation, and position budgets (including vacancies) - Capabilities: Skills and competencies at both employee and position levels - Composition: Role and skill distribution - Configuration: Organizational structure (including spans and layers)
Scenario creation, comparison, and selection
Following the gap analysis, explore different scenarios to close the supply/demand gap using the 6B model for managing and optimizing a workforce. Analyze and select the most appropriate combination of "B" strategies to meet your business objectives effectively: - Buy: Recruit new talent - Borrow: Hire contractors - Bot: Automate certain roles - Build: Upskill or train existing employees - Bounce: Reduce or transition certain roles - Bind: Retain key talent
Selected scenario continued tracking
Monitor progress towards achieving the chosen scenario, with evaluations done monthly or quarterly. If necessary, recalibrate to ensure alignment with business goals. At this stage, based on your internal processes, you can begin operational or strategic organizational design and operational workforce planning.
Strategic initiative creation, timeline, and cluster selection
Define the strategy and create initiatives with key attributes such as name, description, goals, and stakeholders. Then, determine two key elements:
Time horizon: Determine the planning scope, such as long-term plan (3-5 years), medium-term (2-3 years), or short-term.
Dimensions/Clusters: Categorize data by legal entity, business unit, function, job family, or location for deeper analysis and insights.
Current state assessment
Analyze both talent (“supply pool”) and positions (“position pool”) using dashboards, trends, and key metrics, through a 5C framework:
Capacity: Headcount, FTE, and position trends
Cost: Salaries, compensation, and position budgets (including vacancies)
Capabilities: Skills and competencies at both employee and position levels
Composition: Workforce structure and diversity (including roles, functions, seniority, demographics, and employment types)
Configuration: Organizational structure (including spans and layers)
Future state driver configuration
Define key drivers shaping the strategic initiative across three critical categories:
Supply drivers: Attrition rates and retirements
Market drivers: External factors like unemployment rates or inflation
Demand drivers: Internal factors such as revenue growth targets, geographical expansion, and operational efficiency goals (e.g., organization optimization)
Gap analysis of current vs. future state
With the strategic initiative, current state, and future state drivers defined, you can now conduct a gap analysis. This step compares the current state to the future state using the 5C framework and dimensions to identify gaps in:
Capacity: Headcount, FTE, and position trends
Cost: Salaries, compensation, and position budgets (including vacancies)
Capabilities: Skills and competencies at both employee and position levels
Composition: Role and skill distribution
Configuration: Organizational structure (including spans and layers)
Scenario creation, comparison, and selection
Following the gap analysis, explore different scenarios to close the supply/demand gap using the 6B model for managing and optimizing a workforce. Analyze and select the most appropriate combination of “B” strategies to meet your business objectives effectively:
Buy: Recruit new talent
Borrow: Hire contractors
Bot: Automate certain roles
Build: Upskill or train existing employees
Bounce: Reduce or transition certain roles
Bind: Retain key talent
Selected scenario continued tracking
Monitor progress towards achieving the chosen scenario, with evaluations done monthly or quarterly. If necessary, recalibrate to ensure alignment with business goals. At this stage, based on your internal processes, you can begin operational or strategic organizational design and operational workforce planning.
OPERATIONAL WORKFORCE PLANNING
Align short-term headcount plans with business strategy and current workforce needs
Create detailed plans with specific headcount and budget targets. Monitor progress, adjust as needed, and stay on track towards your goals. Nakisa’s powerful analytics and intuitive interface provide clear insights to optimize staffing levels for immediate needs and future growth.
Optimize headcount planning with Nakisa
Centralize and accelerate headcount planning
Empower managers and stakeholders with collaborative tools
Maintain accuracy in headcount and budget management
Make informed decisions with AI-powered insights
More functionality to enhance your strategic workforce planning
More functionality to enhance your strategic workforce planning
Real-time visibility of your workforce
Native bidirectional ERP integrations
Compliance and role-based access
Chat, notifications, and streamlined approval process
UI, onboarding, and support
Enjoy a UI designed for easy navigation, regardless of users’ technical skill levels. Intuitive interfaces, reports, and dashboards are available out-of-the-box and can be easily configured.
If you need any guidance, Nakisa offers onboarding and training services supported by experts experienced in complex environments. Our 24/7/365 support team, client portal and materials are here to answer all your questions.
Designed for global enterprises
Benefit from stable and scalable software that adjusts to your business growth needs. Nakisa has exceptional performance with uptime availability of 99.5% and offers regular continuous product updates and innovations. Global enterprises benefit from multiple-language support and compliance standards for various countries and regions.
Let's have a no-obligation call!
We can discuss your particular case and show what benefits Nakisa’s strategic workforce planning software can bring to your company.
Unlock a comprehensive workforce planning portfolio for your operational excellence
What others say about Nakisa
All in all, the process could take up to 38 days to complete the org change. With the write-back, the end-to-end org change process now takes under 5 days… It is a huge win for our HR group.
Huge time savings were achieved through filtering, slicing, and dicing of data based on different dimensions such as layers, business lines, regions, countries, functions, and products. Reports that took 2−6 hours to create in the past, were now being instantly generated in Nakisa Workforce Planning.”
Even as we go through a rapid growth period, Nakisa was able to fully integrate to our ERP system in real-time and handle our ongoing transformation needs in it’s stride. An unexpected benefit as we started using [the system] was the ability to identify data quality issues in our ERP, something we had no visibility of previously
Ready to streamline your strategic workforce planning?
Our experts are here to discuss your unique business requirements and provide a demo of our strategic workforce planning software tailored to your needs.
