FTE Demand Forecast Assessor – 3-Year Strategic Workforce Planning Tool

FTE Demand Forecast Assessor – 3 years

What Is Demand Forecast Assessment?

Demand forecast assessment is a long-term estimation or assumption of a business’s FTE requirements based on the leadership view of business strategy. This estimate ranges from a one-year assumption for the short term to a three-year assumption for the mid-term and a five-year assumption for the long term.

How to Use TPM FTE Demand Forecast Assessor

This requires WP Champions to follow those steps:

Assign WFP planning champions from the HR department and peer champions inside each business unit to be dedicated to the workforce planning process; this will help your organization to position the WFP process at a strategic level to be the Strategic Workforce Planning Development (SWPD) process, which will boost business growth and productivity.
Prepare the top-down demand forecast data gathering form for each function, division, department, or section as per the Org Unit sheet.
Gather completed forms from departments and verify the accuracy of data by the WFP team.
Conduct analysis of outputs provided in the forms to determine workload.
Conduct gap analysis by comparing FTE demand forecast ‘Top-down assessment’ with workload analysis ‘bottom-up assessment.’
Create a baseline database for strategic workforce planning.
Develop workforce planning process for the long term and at the organizational level.

Preparing for Direct Employee Report

Prepare a list of your direct full-time employees; this excludes non-direct employees such as those in the outsourced workforce.
Include the following data in your direct employee list: Division, Department, Section, Sub-Section, and Unit.
Fill in the Employee Name, Job Title, and Employee Clock No; select if an employee is serving the unit they exist in or do not exist. Determine the Report Line, Legacy Number, and Budget Year.
Determine if the role is filled, in the pipeline, to be hired this year, to carry over for next year, or to be deleted.

Preparing for FTE Demand Forecast

Include the following data in your direct employee list: Division, Department, Section, Sub-Section, and Unit.
Determine job pay level, role type, ‘individual contributor or managers,’ and job band.
Include resource nationality, gender, year of demand & which quarter of the year.
Select related KPIs, justify demand, and classify resource needs from the dropdown list.
Fill in the position objectives and the position’s specific KPI, and if it’s a managerial resource, then state the mandate for that unit.
Fill in the related project sheet with the following: Project No, Year, Division, Department, Project Title, Project Details, Project Progress Status, Project Start Date, and Project End Date.
Fill in the related KPIs sheet with the following: KPI Serial Number, Year, Divisional/Departmental Objectives, KPI, New Key Initiatives, Progress and Level of Achievement for 2024 KPIs, and Action Plan.

How to Use Our Demand Forecast Assessors

For the FTE demand forecast of 1 year, please insert the below figures:
- Current Annual Average Basic Pay
- Proposed Annual Average Basic Pay
- Total Pay Rates (Housing, Transport, Average Bonus Payout)
- Indirect Cost/Expense Rate (Often 0.25 to 0.4 as an Employee Salary)
- Current Year FTE numbers
- FTE Forecast Q1, FTE Forecast Q2, FTE Forecast Q3, and FTE Forecast Q4
- Complete the data entry and click submit so our assessor can give an accurate analytics report about your FTE Demand Forecast & Costs
- Apply the same figures annually for mid-term ‘three-year’ and long-term ‘five-year’ assessors

Once your FTE demand forecast results, including the required FTE and estimated costs produced by our assessors, are ready, input them into the Summary Sheet of the FTE ‘Bottom-Up’ Assessment. This will compare them with the FTE Demand Forecast ‘Top-Down’ Assessment to identify deltas.

This holistic approach will provide accurate results for decisions related to major costs—FTE costs, which represent 80% of any business’s operating expenses (OpEx)—that will influence your strategic planning and the implementation of operating business plans.

Using multiple Talent Power Management (TPM) FTE calculators provides the most accurate estimation and insightful analytics on your business’s FTE needs, strongly contributing to your workforce efficiency and profitability. Our FTE metrics include annual benchmarks, such as:

Gross Headcount (Cumulative per Quarter/Year)
Net Headcount Change (Per Quarter/Year)
Headcount Change Percentage
Basic Pay Annual Rate
Gross Direct Cost (Total Pay)
Net Direct Cost (Total Pay)
Gross Indirect Cost
Net Indirect Cost
Total Costs

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