UC-220
Workforce Retention & Capacity Planning
Scores attrition risk with drivers for billable staff and plans hiring and skills against forecast pipeline demand.
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The Challenge
Engineer attrition runs ~5% in year one and ~20% beyond - ~2,400 leavers across 12,000 staff - while skills demand outpaces supply 3:1. Retention today is driven by exit interviews, after the fact.
How It Works
- Ingests HR records, utilisation history and engagement-survey signals.
- ML attrition-risk modelling plus a skills-to-pipeline capacity optimiser.
- Delivers manager-facing risk scores, retention actions and a hiring plan.
What It Removes
- Reactive exit-interview retention
- Headcount plans detached from pipeline
- Premium contractor backfill
Input Data RequirementsHR records - tenure, grade, pay band (Oracle HCM), utilisation history, engagement signals, pipeline demand and skills matrix
Output FormatAttrition-risk scores with drivers, targeted retention recommendations, skills-gap and hiring plan, capacity scenarios
“It spots which key people are at risk of leaving in time to do something about it - and plans hiring around the real pipeline.”