Workforce

How many employees do we have, where are the strains, which positions are vacant, what needs will appear in 3, 6 or 12 months, and can we cover them internally? It is neither an ATS, nor payroll software, nor a time management tool: it is a decision-support tool that turns headcount often scattered across Excel into a clear view of capacity, needs and costs, today and ahead.

Interactive demo: “Cévia Mobil” company preloaded (leisure vehicle manufacturer, multi-site industrial SME), the same universe as the Skills Suite and HR Suite demos. The “View” switch at the bottom of the menu changes profile (Management, HR, Manager…). Open full screen →

The problem

In an SME, headcount is often managed through Excel extracts updated by hand: one tab for who works where, another for open positions, a third for departures that are guessed rather than planned. Management discovers team strain when it becomes a problem, not three months before.

The tool

A single view that explicitly distinguishes employees from positions (a position exists budgeted, vacant or frozen, with or without a holder), constantly compares available capacity with estimated need, and projects headcount at 3, 6, 12 and 24 months from known movements and stated assumptions. Each role (management, HR, HR analytics, manager) has the view suited to its scope.

How it works

Capacity vs need, team by team, in FTE, with an immediate visual status (enough capacity, strain, under-capacity) rather than a table of figures to interpret.
A needs register with a full lifecycle (identified → approved → internal cover sought → external recruitment if needed) and a Workforce Gap that compares, job by job, current headcount with what is needed.
Position management: budgeted, filled and vacant positions are tracked independently of people; a position vacant for 120 days is visible, a “future” position is planned before it is even opened.
Scenarios (growth, cost reduction, opening a site) that recalculate headcount, FTE, costs and skill gaps without ever touching real data, and can be compared side by side.
Critical skills and succession: which skills rest on a single person, which sensitive jobs have no identified successor, which internal profiles could cover a need (decision support, never an automatic choice).
Risks detected automatically (understaffing, dependence on one person, clustered contract ends, long vacancies) with severity, horizon and recommended action.

What it changes

Management understands its headcount situation in under 30 seconds, without waiting for an export.
Recruitment needs are anticipated instead of discovered, and covered through internal mobility when possible.
An organisation scenario is tested and costed before it is decided, not after.

A tool that connects to the others

Headcount, positions and needs are already centralised: this data can serve directly as a base for other tools.

With skills management : an identified need can be compared with available skills to decide between training, internal mobility and recruitment.
With theonboarding : a filled position triggers the arrival journey, and a planned departure starts the handover.
With the HR analytics : headcount scenarios translate directly into payroll and costs.

Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.