Workforce Planning & Headcount Budgeting
Plan people like finance does: headcount roll-forwards, FTE, fully loaded cost, prorated hiring plans, backfill, span of control, demand vs supply and budget-vs-actual variance, every cell checked as you go.
The first lesson is free — no account needed.
About this course
A workforce planning course that builds one fictional software company's headcount plan the way finance and HR plan it together, for HR business partners, FP&A analysts and people managers. You roll headcount forward department by department with hires, leavers and transfers, convert headcount into FTE and size the hires that cover next year's support hours, build the fully loaded cost of six roles from salary, bonus, benefits, payroll taxes and equipment, turn eight planned hires into a prorated quarterly cost, add attrition backfill to find the real number of hires and recruiters, measure span of control and management layers, derive FTE demand from business drivers against the supply left after attrition and split budget-versus-actual people cost into a headcount and a cost-per-head variance. The first lab is free.
Lessons
- The Headcount Roll-Forward: Opening + Hires − Leavers ± TransfersFree
- FTE vs Headcount: Part-Time Staff and Capacity Planning Pro
- Fully Loaded Cost per FTE: Salary, Bonus, Benefits, Payroll Taxes & Equipment Pro
- The Hiring Plan: Start Dates, Proration and Quarterly Cost Pro
- Attrition-Driven Backfill: How Many People Do You Really Need to Hire? Pro
- Span of Control & Org Ratios: Managers, Layers and Revenue per Employee Pro
- Demand vs Supply: Future Headcount Need from Business Drivers Pro
- Budget vs Actual People Cost: Volume and Rate Variance Pro