Our Framework

Our Framework

How the Foresight Workforce Planning Framework, works

 4 Pillars of Workforce Planning
We’ve broken the big Workforce Planning problem down into 4 main pillars.
 
They can be deployed as individual modules or altogether, depending on where your pain points are.
 

Recruitment Demand Planning

Our bottom-up method helps organisations get accurate data on every role they’ll recruit for the next 12 months. With this data, our customers have improved direct sourcing, reduced costly agency reliance, improved EDI activity, and driven up hiring manager satisfaction.

 Recruitment Demand Planning
 
 Flight Risk Profiling

Flight Risk Profiling

We provide our customers with accurate data on their flight risks: who they are, when they may leave the business, and why they’re at risk. Our customers are making a substantial impact on attrition, retaining critical talent, and ensuring business continuity and productivity. The results are clear to see, saving huge time and money on unnecessary re-recruiting and onboarding.

 

Succession Planning

The vast majority of our customers are already doing some great work in the succession space. However, the one thing they needed was a scalable, automated method of capturing succession plans and risks. Our process allows for our customers to spend more time adding value by mitigating risks proactively, rather than spending time on administrative tasks and firefighting when it’s potentially too late.

 Succession Planning
 
 Skills Gap Analysis

Learning & Development Skills Gap Analysis

We work with our customers to provide a lens across their entire organisation on the current skills gaps they have, and how to deploy the best training to help them move towards the skills they’ll need in the future.

All our customers believe in one common ethos:

 

That Workforce Planning should be owned by managers.

 
Managers should be accountable for their own team Workforce Planning, but we in HR perhaps should facilitate them in being able to do so (given we are the ones who usually feel the pain of no planning!).
 
Often, our customers felt overwhelmed at the thought of driving such a huge cultural change within their organisation. How on earth do we educate, train and monitor our workforce in owning this? With our framework and technology, this is all made simple.
From FTSE100 and FTSE250 global organisations, right down to SME businesses, we’ve been building bespoke Workforce Planning processes for over 10 years.
 
That’s why these organisations have chosen us as their partner:
Workforce Planning Client  Capita Logo
Workforce Planning Client  Carrier Logo
Workforce Planning Client  Cielo Logo
Workforce Planning Client  LNER Logo
Workforce Planning Client  JLL Logo
Workforce Planning Client  Mckesson Logo
Workforce Planning Client  Vodafone Logo
Workforce Planning Client  NHS Logo
Workforce Planning Client  Boots Logo
Workforce Planning Client  BPP Logo
Workforce Planning Client  Bromford Logo
Workforce Planning Client  Colt Logo
Workforce Planning Client  Fleetcor Logo
Workforce Planning Client  Foot Anstey Logo
Workforce Planning Client  Havering LBC Logo
Workforce Planning Client  Honeywell Logo
Workforce Planning Client  Ice Mobile Logo
Workforce Planning Client  Ideal Standard Logo
Workforce Planning Client  Jacobs Logo
Workforce Planning Client  Kennametal Logo
Workforce Planning Client  Network Rail Logo
Workforce Planning Client  New Zealand Post Logo
Workforce Planning Client  Onfido Logo
Workforce Planning Client  Pepsico Logo
Workforce Planning Client  Play'n GO Logo
Workforce Planning Client  Specsavers Logo
Workforce Planning Client  Vanquis Bank Logo
Workforce Planning Client  Worldpay Logo