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Workforce Forecast Accuracy
Accuracy of previous workforce planning forecasts
How it’s computed
1 - ABS(forecast - actual) / actual
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Workforce Forecast Accuracy can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce planning
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
One unit is over-managed
workforce-composition · T1
Retention is working
retention · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Attracting Many Types of Contributors: Revising Workforce PlanningA more expansive perspective on who does work, and how , when , and where work is done, has numerous implications for workforce planning. Mike Smith of Randstad Sourceright observes that organizations are…”
— Workforceecosystemsmanagementonthecuttinmatch 48%
“Turnover lowers costs because employees who terminate usually are compensated at higher levels than those who replace them. In fact, because of turnover in some companies, salary programs add zero dollars to total payroll. However, the impact of turnover is generally more…”
— Compensation Benefit Designmatch 48%
“Organization Design and PlanningThe next step in the planning process is organization design and planning. Organization design and planning is a process by which tasks are defined and grouped into positions and jobs and then integrated into an organization’s structure (thus…”
— Compensation Benefit Designmatch 47%
Resources: Workforceecosystemsmanagementonthecuttin · Compensation Benefit Design