8 Best Workforce Planning Software Tools in 2025
The best workforce planning software, reviewed and compared by our HR tech experts. Find feature comparisons, pros & cons, pricing details, and more below.
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Business forecasting, analysis, and organization of workforce supply and demand are all made possible by workforce planning software, which ensures that the right people are in the right jobs at the right time.
If you’re interested in a solution to ease up your manpower planning work, you’ve come to the right place. We’ve compiled a list of the best workforce planning software options available today.
To determine the top workforce planning software solutions, our team evaluated dozens of tools based on vendor demos, expert consultations, user reviews, and hands-on testing. We looked for solutions that excel in three key areas: data integration, scenario modeling, and user experience.
- Data integration: The workforce planning tools that rise to the top can pull data from your core HR, payroll, and other business systems to create a single source of truth. This enables accurate forecasts based on real employee data. We gave preference to solutions with pre-built integrations to major HCM platforms and the flexibility to connect to multiple data sources.
- Scenario planning: The best workforce planning software allows you to model various scenarios to see the impact of different hiring, promotion, and attrition assumptions. We favored solutions that support the setup of multiple assumptions, what-if analyses, side-by-side scenario comparisons, and more so you can adjust variables and see how headcount, costs, and other metrics shift accordingl
- User experience: While planning capabilities are important, the tools also need to be easy for planners and managers to use. We looked for intuitive interfaces, customizable dashboards, and smart collaboration features. The top solutions provide self-service access and enable different teams to work together seamlessly.
For a deep dive into our methodology for evaluating HR software, please see our editorial guidelines.
APS
Anaplan
Planful
Visier People
Quinyx
WorkDay
SAP SuccessFactors
APS
We had a blast testing out APS workforce management software. It was impossible not to notice the automated org charts, detailed staffing metrics, and position management this vendor offered—efficient and incredibly helpful for organizations to guide their staffing decisions.
PROS
- Personalized customer service with a dedicated account team for ongoing support.
- Strong talent gap identification and workforce planning features for strategic hiring.
- Automated organizational chart keeps company structure up-to-date.
- Flexible staffing and position management tools for accurate labor budgeting and forecasting.
- Self-service access to the org chart improves visibility and communication across teams.
- Customizable metrics and reporting help forecast staffing needs and track trends over time.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- Undisclosed pricing. No free trial available.
- Only only service clients in the U.S.
- Payroll must be purchased to access the workforce management product.
- Learning curve for reporting features may require support assistance initially.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS Workforce Planning Software provides a robust and well-rounded approach to managing labor, budgeting, and staffing needs.
We love the ability to manage labor costs by tracking headcount and employee productivity APS offers. Throughout our testing, the system provided excellent visibility into staffing levels (overstaffed, understaffed, fully staffed, and open positions)—a key metric to ensure we’re optimally staffed. We also found the software’s capability to identify talent gaps impressive. We could, for example, quickly assess where additional hires were needed to meet future goals and develop strategic plans accordingly.
APS seems to know how to streamline everything from onboarding to employee progression. Linking workforce decisions to larger company goals was simply easy. This, combined with the staffing metrics we mentioned earlier, is precisely what one would need to anticipate potential workforce issues and proactively plan for change.
The staffing and position management tools in APS provide granular control over labor management. We appreciated the ability to establish positions, headcount, and budgeting—all crucial for effective workforce planning. Plus, the feature to auto-assign details like the reporting manager and wage type during the new hire process helped maintain data accuracy and onboarding efficiency.
The system also enabled us to view headcount per position, which was helpful for identifying discrepancies and planning future hires. The transparency created by position hierarchies meant that reporting structures were clear across the organization, and we particularly liked the automated org chart. Any updates to position details, reporting structures, or employee transfers were reflected automatically (farewell spreadsheets!).
There’s also this self-service access to the org chart we discovered in our test, which enables managers and employees to have a clear view of their team’s structure and role responsibilities. Needless to say, this visibility increased engagement and alignment across the company.
Let’s also discuss APS’s reporting features. While they are highly customizable, we did encounter a bit of a learning curve. Fortunately, the APS support team was incredibly helpful in guiding us through the setup and ensuring we got the metrics we wanted.
Now, on to the drawbacks. Unlike its payroll product, APS doesn’t publish its workforce planning tool. There is also no free trial, which definitely is not our cup of tea.
Another letdown is that to access APS’s workforce management features, you have to purchase the payroll component, which is unquestionably not ideal for teams interested in just the workforce planning offering.
While APS has built a solid reputation in the U.S. workforce management software market, we feel that its strong focus on domestic companies, in a way, leaves international organizations out in the cold.
3,500+ companies, including Wahlburgers, Rainbow Sandals, Grayson College, and Hillside Christian Church.
APS’s workforce planning software has undisclosed pricing.
Best For
U.S.-based companies seeking a workforce management tool with strong payroll service capability.
Anaplan
Anaplan is all about complex scenario planning. Their robust solution is used for many kinds of planning processes and forecasting.
PROS
CONS
Within HR, Anaplan is used to turn workforce planning into an extension of the company’s strategic, operational, and financial projects. HR organizations can connect with finances and business data, as well as third-party sources, in order to plan and visualize various workforce scenarios.
For instance, Anaplan can forecast attrition based upon past experiences, plan workforce movements, set and monitor headcount targets, and identify talent gaps. All this is done within an excel-like platform with rich analytics and statistical capabilities.
- Del Monte
- Vodafone
- The Greenery
- RSA
- Tableau
- PayU
Anaplan offers three plans, Basic, Professional, and Enterprise. These vary in their planning and modeling capabilities, but all of them are custom-priced depending on team size and needs.
Best For
Several business sizes and industries could make good use of Anaplan’s extensive platform.
Board
Board helps manage and plan human resources efforts with a unified analytics software platform.
PROS
CONS
Board has business intelligence products for HR, finance, sales performance, and supply chain management. Their HR tool helps manage resources for the department in a manner that stays unified with the plans and activities of the other business units.
Their platform focuses on leveraging workforce analytics to provide actionable insights. When it comes to workforce planning and performance management, these insights can be key in making sure that the proper decisions are taken at the right moment.
- Coca Cola
- KPMG
- Puma
- Mitsubishi Electric
- United States Navy
Board does not provide pricing details upfront.
Best For
Board is best-suited for enterprises that want to align their decision-making behind a single source of data.
Planful
Planful connect HR, finance, and operational data together. Businesses can then plan out the workforce that they’ll need to meet their goals.
PROS
CONS
Planful strives to help teams that may be spending too much time in manual processes, suffering from siloed approaches, and stuck to knee-jerk reactions to day-to-day problems. They ease these headaches by enhancing workforce planning with accurate and current data from the business, better aligning HR’s forecasts with what’s happening, and being planned, at other departments.
In this sense, Planful works for teams beyond HR as well. For example, as soon as a workforce budget is created, HR data is instantly loaded into the system, saving time for each manager, whether they’re in finance, HR, or marketing. Also, once a workforce forecast is done, it can easily be adjusted to match market ups and downs.
- Five Guys
- Nerdwallet
- PalletOne
- Morphe
- Specialized
- Thule
Planful doesn’t provide pricing upfront.
Best For
HR departments that want a tight partnership with the finance team when it comes to workforce planning.
Visier People
Visier is a robust analytics solution that has a People Planning module. Their platform is built mainly for mid-market to enterprise clients and they offer professional services as well.
PROS
CONS
The fact that they’ve chosen to name their workforce planning module ‘People Planning’ goes to show how in tune the folks at Visier are to modern human resources. Thinking of that, it makes sense that they keep coming up in many HR analytics conversations.
Many organizations use Visier to better understand themselves. Whether it’s retention, headcount forecasting, TA funnels, or how all these efforts stack up in relation to peer companies, Visier has very robust people analytics capabilities to offer.
Visier is used at organizations like Amgen, BBVA, Micron, EA, Nielsen, Bridgestone, Dignity Health, and more.
Pricing for Visier is not currently disclosed, so the best way forward is to get in touch or request a demo.
Best For
Mid-market to enterprise clients looking to get workforce planning done right, but also implement a myriad of HR analytics tools while they’re at it.
Quinyx
Quinyx is a powerful and user-friendly workforce planning software that can help businesses to improve their scheduling, reporting, and employee management. Its feature set, data-driven approach, and scalable model make it a perfect option for fast-growing companies.
PROS
- Quinyx provides advanced scheduling features, including pre-built templates, options to roll out schedules fully manually, semi-manually, or automatedly, auto-compliance warnings, and shift management capabilities.
- Customer support can be reached through a variety of means: online help documents, tickets, emails, and phone calls. Users have highly rated them for their helpfulness.
- Has a variety of reporting features that allow managers to track employee attendance, productivity, and time off.
- Can integrate with various other software, such as payroll and HR systems, ERP, and Forecasting & BI.
- Available in 15 languages: English, French, German, Spanish, Italian, Portuguese, Dutch, Swedish, Danish, Norwegian, Finnish, Polish, Russian, and Turkish.
CONS
- Some users have reported that Quinyx can be slow and unresponsive, especially when managing large teams.
- Some also have stated that Quinyx can take a long time to update data, such as employee schedules and timesheets.
- It is impossible to copy and paste large numbers of shifts at once in the standard schedule mode.
- Tech issues requiring Quinyx’s Service Request Form (SRF) will be invoiced for at least 4 hours.
Quinyx strives to provide the most up-to-date and significant insights regarding recruitment needs. Businesses can use the workforce planning solution to calculate and visualize various what-if scenarios and the impact that they could have on their workforce. We have tested Quinyx for our workforce planning and have found some really good gems about the product.
First and foremost, Quinyx packs a lot of features that we have found helpful. For instance, we like the ability to create schedules based on Quinyx’s pre-built templates — saving us a lot of time and hassle. We also like that Quinyx uses AI to auto-detect our future staffing gaps and give us recommendations on how to fill them. The platform can help with proactive planning regarding training, outsourcing, or reallocating people. To do all this, Quinyx takes multiple data sources and factors them into consideration. These include resource constraints, costs, current attrition level, and efficiency rates.
But it’s worth mentioning that several users whose teams are big shared have encountered slow platform loading, especially when they update data or schedules, which can be frustrating. Quinyx doesn’t have a transparent pricing structure. The tool doesn’t have a free trial that we can sign up to try things upfront, either. While it provides customer support in various channels: phone calls, emails, tickets, and help center without charging additional fees, the tech support submitted via its service request form costs a minimum of 4 hours of service fees, regardless of the request’s type.
McDonald’s, Hilton, Starbucks, Domino’s, DHL, London City Airport, Elysium Healthcare.
Pricing details for Quinyx are not provided upfront.
Best For
Quinyx is a worth-exploring workforce planning tool for medium-sized businesses and growing teams being on the market for a scalable solution to help them improve their scheduling, engagement, time attendance, and strategic workforce planning.
WorkDay
Workday is one of the most popular people management software products out there, with a workforce planning tool specifically geared towards enterprises.
PROS
- Workday customer support is available via community, live chat, and phone.
- Option to try Workday Adaptive Planning free for 30 days.
- Compatible with 300 HR systems, including ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Keeps workforce plans and budgets in sync with financial plans in real-time.
- Provides SOC 2 Type 2 compliance.
- Accessible customer support from the community, live chat, and telephone.
- Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Ability to maintain real-time alignment of budgets and workforce plans.
- SOC 2 Type 2 compliance.
CONS
- Pricing is undisclosed.
- Takes time for implementation (average deployment time is 4.5 months).
- Can be challenging to navigate for first-time users and may require some training to get used to all features.
- A few users encountered trouble logging in.
- Undisclosed pricing.
- No free trial for its talent management software.
- Time-consuming implementation period (average 4.5 months).
- Challenge navigating for first-time users may require training.
- Issues with logging in were reported by users.
Workday is one of the most popular HR suites for enterprise teams. Although it is known to have a lengthy implementation process, it maintains a loyal customer base with those needing a global-ready product that can scale, and checks the necessary IT/Infosec boxes.
The workforce planning tool is captained by a well-made dashboard, which provides a complete and highly customizable view of workforce data, including total headcount, headcount by location, worker type, open positions, the average cost per hire, and more. Numerous integrations are available, and the dashboard can be configured to reflect the selections of the user.
From the dashboard, users can generate self-service reports with more comprehensive insights on topics from headcount to skills gaps. Since planning, execution, and analysis are done in one single platform, leadership can keep track of every workforce planning decision and make needed adjustments in a timely manner.
Quicken Loans, AstraZeneca, Target, Dell, Bank of America.
Workday pricing is undisclosed. You need to contact their sales department for exact pricing details.
Best For
WorkDay is a great choice for enterprise teams looking for a comprehensive workforce planning solution coupled with core HR and business needs within the same platform.
There are many reasons we'd use Workday, but some key work streams include: running payroll end to end, running the hire-to-retire process end to end, pulling important reports, and analyzing internal demographic data, etc. We use Workday multiple times per day, and we're currently still configuring some key features that we did not launch on 1/1/23, so we're still spending a lot of time on the tool.
Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.
Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.
Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.
A lot more powerful, and a lot more scalable, but way less intuitive to use.
Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.
Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.
Mid-size to Large companies.
Small companies, or companies where the HR or finance teams are very small.
SAP SuccessFactors
As one of the big names in enterprise software, it’s no surprise that SAP SuccessFactors has an HR metrics and workforce planning tool made for medium to large businesses.
PROS
CONS
SAP SuccessFactors is a cloud-based solution with a people analytics module that’s built for strategic workforce planning. Using augmented analytics and AI-driven insights, HR teams at large companies can make smarter and more informed decisions when it comes to talent acquisition, employee engagement, internal mobility, diversity, turnover, and more.
- American Airlines
- Vitra
- Premier Foods
- Ernst & Young
- Hero Group
- Terex
- Watco Companies
The exact pricing for SAP SuccessFactors is only available upon request, but they do offer a 90-day free trial of their analytics cloud.
Best For
Enterprises looking to leverage AI in order to streamline their workforce planning.
ChartHop
ChartHop is an organizational management software company that is rapidly evolving into one of the most interesting HR Tech vendors in the business.
PROS
- Charthop integrates well with existing HR/ATS systems for centralized management.
- The drag-and-drop org chart editing is highly rated by users for its ease of use.
- The Goal Tracking interface is quite intuitive and easy to edit.
- The Map feature shows employee locations, promoting a sense of togetherness for remote teams.
- Charthop nicely integrates with your existing HR and ATS systems. Having everything under one roof means not having to use ten different applications.
- Charthop’s organization chart is its biggest asset. Their drag-and-drop feature to edit the chart is a hit amongst a majority of the users. Overall, the tool makes navigation throughout the company really easy - you can find the people you need, figure out their responsibilities, and track changes after the latest company re-organization.
- Charthop's goal tracking interface is simple, intuitive, and easy to build. There's not much else you can ask for.
- Charthop's Map feature allows businesses to see where each employee is located. For organizations that work remotely, this promotes a feeling of togetherness, which is crucial for employee engagement.
CONS
- Org chart navigation can be tricky with unintuitive zooming gestures.
- Its many complex features can be overwhelming to learn initially.
- The Search function lacks guidance and sometimes yields inaccurate results.
- The UI feels a bit outdated and clunky.
- Charthop's organization chart navigation isn't the best. The chart zooms in and out quite quickly, and the gestures aren't intuitive, making it difficult to use.
- Charthop can be a little complicated to figure out. Also, the fact that there are so many features is a little intimidating.
- Charthop's search function isn't user-friendly. There's not much information on how to use it effectively, and it sometimes throws the wrong results.
- Charthop's UI is somewhat dated and clunky.
Although initially just an org chart software, Charthop now markets itself as an all-encompassing organizational management solution. It provides a robust dashboard with visualizations of workforce analytics like attrition risk, diversity metrics, and performance trends. This enables users to quickly spot insights.
Users appreciate Charthop's ability to integrate with existing HR systems like ATS, consolidating people data into one platform for streamlined reporting and analysis. Charthop also allows customizable reports and KPI tracking aligned to business goals. It makes sharing actionable insights across the organization simple.
In summary, despite some navigation and search issues, Charthop is an excellent people analytics tool with its org charts, mapping, and reporting. Its consolidated view of people data is quite valuable for organizations aiming to optimize their workforce.
Best For
Companies of all sizes can benefit from ChartHop's offering. It's proved to be particularly effective with remote teams.
I used Charthop primarily to manage our org chart. All employees and contractors had access to Charthop to view the org chart that included where people were located, as well as job titles. Salary information was only available to the HR team. The system was easy to view in terms of seeing who reported to who. For the first year I worked with the platform and we were hiring weekly or bi-weekly and I used the system almost daily. We had Charthop integrated with our HRIS, Gusto, so as new employees were added they populated into Charthop's org chart.
I liked the view and UX of the company org chart. I liked that the system can integrate with multiple HRIS tools. The platform was also affordable as you paid by the user, minimum of 80. We were able to utilize single sign-on which made logging into the system convenient and easy to use since employees had access to over 10 different types of platforms, depending on their work.
The organization purchased Charthop for the org chart feature. We also tried using it to manage Director and Manager requests for hiring. I know there were other features of the system that we did not utilize. Prior to me leadership and HR tried to use the platform to run a performance review however it was not successful. I used the platform for a little under 2 years.
As I looked into the platform regarding the performance management function I found it very confusing. There were several steps to building and creating an annual review. I had a hard time following along as an account manager walked me through how to use it. Charthop did not integrate with our international HRIS, therefore HR had to manually add all international employees and contractors which led to the org chart needing manual updating weekly.
I have not used another org chart platform. In regards to their performance management capabilities I thought it was harder and more cumbersome than competitors I have used.
What are your main use cases for purchasing a platform like Charthop? Does your HRIS tool integrate with Charthop? Does this system have something that another system does? Are there discounts per user if your company reaches a certain employee count?
I did not see significant or beneficial changes with the platform throughout the last 2 years while using it.
Highly matrixed companies with around 100 employees or more.
Companies smaller than 80 people.
Use Cases: Why Use Workforce Planning Software
Workforce planning software can help you optimize productivity — both for you and your employees. As such, you’ll be able to reduce costs and be more efficient as a company overall. Here’s how WFP systems can make HR jobs easier:
- Forecasting Labor Demands: Know how many employees — and what type of employees — you need on a given day based on expected demand so you avoid over- and under-staffed days and not get stuck paying unnecessary overtime. For example, if you have a call center and are approaching a busy sales season, you'll likely need to temporarily increase your workforce. But exactly how many more people will you need at your contact center? How many overseas staff will you need to engage employer of record companies for? With workforce software, you can find out how many more you'll need to cover your expected increase in sales volume (without hiring too many and overpaying or hiring too few and losing sales).
- Scheduling Employees: Manage all your employees’ schedules in one place, so you never have to worry about over-scheduling, missed shifts, or unhappy employees (or managers).
- Time & Attendance: Attendance tracking and time management are hugely important tasks, but they also can take a lot of YOUR time to keep up with. Fortunately, scheduling software lets you easily track your employees’ hours and allows them to clock in and out. Depending on the workforce software you use, you can manage time and attendance directly through the platform itself by integrating with an existing timesheet tool you’re already using.
- Time Off Requests: Allow employees to request paid time off (PTO), parental leave, and more. Managers can approve or deny requests right in the program and see who will be out when creating schedules. That way, you never make the mistake of scheduling an employee when they won’t actually be working.
As you can see, convenience plays a big role in why you might use a workforce planning tool. Traditionally mundane and manual processes — from managers creating and assigning employee schedules to employees requesting time off — can be streamlined, managed, and stored all in one place.
Pricing: What WFP Solutions Cost
More often than not, workforce planning systems will charge on a per employee per month basis. Some might offer certain modules as independently-priced add-ons or charge a fixed annual fee. Hence, the best way forward is to see which vendor from this list works with companies similar to yours and get in touch with them for an actual quote.
Key Considerations of Workforce Planning Software
Is it well-known that the workforce is often an organization’s biggest strength but also its greatest cost. Because of that, it’s a challenge to move beyond any slow and manual processes that fail to integrate into the bigger strategy. When choosing a workforce planning tool, one should make the following considerations in order to truly reap its benefits.
- Continuous optimization: Workforce planning tools aren’t ‘set it and forget it’ like other HR solutions out there. Since a business's staffing requirements, like the business itself, are always shifting, the program needs to be updated accordingly. New forecasts need to be made considering the latest insights and developments in order for the actual workforce planning to be effective. The main thing to take away from this is that the system you choose should have reporting functionality that lets you know when it’s time for a new forecast.
- Syncing with finance & other departments: One of the main characteristics of effective workforce planning is that it takes into account the needs, plans, and objectives of other parts of the organization. Thus, HR becomes a strategic partner in fulfilling the business’s broader goals. Hence, it’s important that any WP tool provides visibility to business leaders in other parts of the organization, so everyone can leverage it, and the insights it creates, for their decision making.
- Mobile readiness: Lastly, the solution should not only be accessible to people beyond HR, it should also be convenient to use. Choosing a solution that’s mobile-friendly creates a better experience for everyone involved since they can study the data and consider new insights from multiple devices. If the solution also has HRIS capabilities such as scheduling and time tracking, then it’s all the better if employees can access these features while on-the-go as well.
Demo Questions: What To Ask About Workforce Planning Tools
You’ll likely have to book a demo in order to find out the exact pricing of most of these tools, and it’s also necessary to see them in action.
Now, one thing to keep in mind here is that even if seeing a demo was a bit of a necessity born from the lack of a free trial (when there isn’t one), you should drive the discussion as much as possible.
The main goal of each demo is to understand if this solution could be the best for your unique needs, and which features it has that make it so. You should also talk about what integrations are important to you, what kind of insights you’re after, and what kind of support you’ll get if something goes wrong.
Here are some other questions to help you get started, but we recommend you draft a list of the ones that are most important to you and your team. You can bring that to the demo, or even send it to the salesperson that’ll be conducting it in advance.
- Is this suited to a particular industry or type of worker?
- Do I need to use the rest of your HR software suite to use this?
- How will others in the organization use this solution?
- How have other organizations used this to optimize their WP efforts?
- What are the key features I want to ask about?
- What are the things that would make me nervous about buying this sort of solution?
- What kind of implementation plan would we be looking at?
Workforce Planning Software FAQs
What is workforce planning?
Workforce planning is the process of preparing your business for new hires, terminations, succession planning, growth, and acquisition.
What are the three stages of workforce planning?
The three stages of workforce planning are acquisition, development, and termination.
What is workforce planning software?
Workforce planning software are solutions that are designed to manage, analyze, and track administrative processes related to your employees. It encompasses the entire employee lifecycle, from hiring to termination.
What features do workforce planning software solutions provide?
Workforce planning software offers the following features: time tracking, scheduling, mobile app, analytics, reporting, payroll, benefits, performance management, AI, compliance, and communication.
What are the benefits of using workforce planning software?
Benefits of using workforce planning software include reduced compliance risk, improved retention, and automation of tedious tasks.
Last Advice on Buying Workforce Planning Software
Workforce planning software can be a key part of assessing gaps in your workforce and determining which interventions need to be made in order to have the right people in the right position at the best possible time. But of course, the tool is not everything. For workforce planning to truly become an aid to broader business goals, there needs to be a strong link between all departments.
We mention that because although picking out 2-3 tools from this list and booking demos is one of the obvious next steps, you should make an effort to involve every stakeholder in the conversation. WP software, if it is to fulfill its purpose, is not only for the HR department.
If you’re in need of a broader HR solution that helps with workforce planning, recruitment, and more, check out our roundups on the best HR software, the best HR tools for SMBs, or the best free HR software.
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