Workforce Planning

The workforce keeps changing. Workforce planning should too. Connect your people and financial data so leaders can make headcount decisions from one current view.

One plan. Current data. Faster decisions.

Strategic workforce planning gives HR, finance and operations a shared view of headcount, skills, capacity and cost. Connect the systems behind that data and leaders can model scenarios in real time instead of reconciling spreadsheets before every decision.

Whether you have a platform or are

still choosing, we’ve got you covered

Boost productivity with AI at work

Accenture Edge uses Google Workspace and Gemini Enterprise to embed AI into how your workforce operates, driving productivity, closing skill gaps and automating work that slows teams down, across any environment.

_{Google Workforce Enablement Solutions}

Bring frontline workforce data into the plan

Optimize workforce planning with AI-powered scheduling, forecasting, and labor insights that improve visibility, reduce costs, and drive better business outcomes.

_{Workforce Transformation via UKG}

Plan your workforce and your finances from the same data

For mid-market organizations, Workday connects workforce planning, financial management, payroll and HR operations on one cloud-native data model, so HR and finance can plan together from the same numbers

_{Workday HR and Finance Business Transformation}

Organizations with a strategic approach to workforce development are 5x more likely to outperform their peers. ¹

A few signals it’s time to act

Leadership needs a more current view of headcount and capacity

Workforce plans are consolidated manually before leadership meetings. By the time the numbers are ready, hiring, capacity and cost assumptions have already moved.

Scheduling and time tracking sit outside your HR and financial planning systems

Workforce cost, attendance and scheduling data require manual exports before HR or finance can see the full picture.

Headcount is approved in one process and recruited against in another

Talent acquisition and workforce planning move independently, leaving teams to reconcile approved roles, open positions and workforce cost after decisions have already been made.

Your HR platform is in place, but workforce planning still happens outside it

Planning still runs through spreadsheets, email and offline models that leadership doesn’t fully trust.

Platform fit

Right platform. Clear reason why.

We map your HR tools, scheduling systems, data flows and headcount planning processes before recommending a path. The decision follows your workforce planning maturity and current environment, not the other way around.

Workforce agility

Better visibility into workforce skills

By 2030, 39% of workers' core skills are expected to shift. Workforce planning exposes current capabilities and future skill gaps, so leaders can make more confident headcount and investment decisions.²

Connected planning

One plan across HR and finance

Workforce planning and financial forecasting are designed together from the start, so headcount, workforce cost and capacity move through the same planning process instead of being reconciled at quarter end.

Accountability

One lead through the first planning cycle

For mid-market teams, one engagement lead stays accountable from the workforce planning assessment through the first annual headcount planning cycle, with no handoff when the new model has to work in practice.

01

Define

We map your HR tools, scheduling systems, financial models and data flows before recommending a platform. The plan starts with what is creating the disconnect, not a predetermined solution. If you’re not starting from scratch, we’ll start with where you are.

Female maintenance engineer examining car chassis

02

Deploy

Pre-built accelerators connect the workforce management and planning capabilities in scope. Workforce, scheduling and financial data come together in the new planning model.

Electric engineer wearing Personal protective equipment working at wind turbines farm

03

Prove

Headcount, capacity, skills and workforce costs come together in a connected model, with a path to real-time workforce visibility within the same fiscal year. Planning cycle time and data freshness are measured against the baseline established before deployment.

Warehouse worker using bar code scanner to analyze newly arrived goods for further placement in storage department

04

Expand

Extend the model to additional workforce capabilities, geographies and financial planning processes as needs grow. New requirements build on the same connected foundation.

Image of a team of asian business professionals meeting in coworking office. Business leader sharing business plan to his employees in a meeting.

Clear deliverables, measurable outcomes.

A workforce planning platform with current visibility into headcount, capacity and skills
Scheduling and time-tracking data connected to the HR system of record, reducing manual reconciliation (where workforce management is in scope)
Workforce and financial planning connected in one model, aligning headcount and cost assumptions (where financial planning is in scope)
A cycle-time baseline set before go-live and tracked at 30, 60 and 90 days
The first full year of headcount planning cycle run on the new model, with engagement lead support

Let’s take the first step

Tell us how workforce planning works today. We’ll show you what it takes to make faster, more confident decisions.

Talk to us

_{^{Sources

¹ SHRM, “SHRM Research Finds Strategic Learning and Development Drives Stronger Workforce Readiness,” 2026.

² World Economic Forum, “The Future of Jobs Report 2025,” 2025.}}