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Addressing talent gaps and digitalisation through Strategic Workforce Planning​

This government organisation transformed its workforce planning process in 4 months, implementing a strategic 5+ year forecasting process, aligning supply and demand, and optimising workforce structure with actionable insights​.

For the first time, we’re confident we can get the right workforce to meet the strategic objectives for the next 5 years, moving beyond quick fixes to a real long-term sourcing strategy.

Head of Workforce Planning

Context and business problem

  • There was pressure to expand IT’s digital capabilities for both internal operations and customer-facing process automation while containing costs​.
  • IT faced challenges recruiting the required skills to respond to the changing demand​.
  • A push for digitalisation, driven by automation and AI, created demand for reskilling to retain critical talent​.
  • Workforce planning was limited to granular, position-level plans, making it difficult to develop a long-term strategic plans.

Business goal

  • Transition workforce planning from short-term, operational efforts, to a strategic 5+ year perspective. ​
  • Improve alignment across workforce supply, demand & cost.
  • Build flexibility, optimising the balance between full-time and contingent labour.​
  • Address regional workforce gaps and plan shifts from current geographic hubs​.
  • Redesign work allocation so internal teams can focus on strategic priorities, and external workforce on peak workloads and non-core tasks.

Solution

Within 4 months, they transformed their workforce planning process, identifying actionable insights and delivering 5+ years of strategic forecasting:

  • Integrated the organisation’s job taxonomy and full organisational data into Orgvue​
  • Structured planning around job families, business units, and employment types (full-time vs. contingent)​
  • Demand: Forecast workforce needs considering budget constraints, with a target of 80:20 full-time to contingent workforce​
  • Supply: Modelled attrition rates to track declining workforce supply over time​
  • Gap analysis: Identified surpluses and deficits over the next 5+ years, simulating future hiring needs and automating hiring plans​
  • Built a capability framework in Orgvue, enabling teams to work strategically while still managing operational details effectively

Only 4 months to transform SWP process, from setup to actionable insights.

5+ years of workforce deficits and surpluses identified and planned for


Orgvue UK Public Sector Hub

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More resources

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