Workforce Planning, Succession & Skills Architecture is a structured track of 12 lessons that build a complete, interview-ready understanding of the topic. Work through them in order, then use the quiz and flashcards in each lesson to revise.
What this course covers
- What Workforce Planning Is and Who Owns It - The difference between headcount budgeting and genuine workforce planning.
- Demand Forecasting: Turning Business Plans into Headcount - Converting a revenue or volume plan into a defensible role-level requirement.
- Supply Analysis: Internal Capability, Attrition & Retirements - Projecting who you will still have, using attrition and movement data.
- Gap Analysis and the Buy, Build, Borrow or Automate Decision - Four ways to close a capability gap, with the cost and lead time of each.
- Headcount Budgeting and Getting a Plan Approved - Building the cost case and defending it in a budget conversation.
- Job Architecture, Levelling & Career Frameworks - Job families, levels and the framework that makes pay and promotion consistent.
- Skills Taxonomies and Building a Skills Inventory - Defining skills at a usable granularity, and keeping an inventory current.
- Succession Planning & Identifying High Potentials - Building bench strength for critical roles, and separating potential from performance.
- Talent Reviews, Nine-Box Grids & Calibration - Running a talent review that produces decisions rather than a filled grid.
- Contingent, Outsourced & Blended Workforce Models - When to use contract, outsourced or platform labour, and the risks each carries.
- Planning a Workforce When AI Changes Role Content - Task-level analysis, skills adjacency and redeployment instead of headcount cuts.
- Case Study: Building a Three-Year Workforce Plan - A full plan built from a business strategy, with numbers and a hiring calendar.