Milestone map
Milestone map
3 milestones
Audit Current Workforce Data and Define the Planning Horizon
2–3 weeks
Conduct a workforce data audit for a real organisation (your own employer, or an organisation you have data access to with appropriate permission). Establish the current headcount by function/level, attrition rates (voluntary and involuntary), time-to-fill for open roles, and skill distribution. Define the planning horizon (12 or 24 months) and the business objectives that will drive workforce demand.
Proof required
Submit: (a) a workforce data audit summarising current headcount by function and level, last 12-month attrition rates by function, average time-to-fill by role type, and any identified skill gaps, (b) a planning scope document defining the horizon and the business objectives driving workforce demand over that period, and (c) confirmation that the data is from a real organisation (name of organisation and your relationship to it — current employee, consultant, or HR data access with permission).
What gets checked
- Workforce data is from a real organisation — not hypothetical
- Attrition rates are broken out by voluntary and involuntary
- Skill gaps are specific — 'shortage of data engineering skills in the analytics function' not 'skill gaps exist'
Common mistakes
- Using assumed workforce data rather than real organisational data
- Planning horizon not linked to specific business objectives — workforce planning exists to serve business needs, not as an independent exercise
Powstik Guide
A workforce data audit and a set planning horizon.
Steps
- Get permission to use the data.
- Count headcount by function and level.
- Work out 12-month attrition by function.
- Pick a planning horizon and say why.
Template
| Function | Level | Headcount | 12-month attrition | |----------|-------|-----------|--------------------| Planning horizon: Why: Data gaps:
What gets sent back
- Data used without permission.
- No attrition by function.
- No horizon stated.
Resources
Foundationstart here
Depthgo deeper
What a verifier looks for
- Verify that the data is from a real organisation — the submitter should be able to name the organisation and explain their access to the data.
- Challenge the skill gap identification: 'You identified a shortage of data engineering skills — but how was this identified? Through manager assessment, recruitment difficulty, or a formal skills inventory?'
You'll sign in first, then come straight back here.
Build the Workforce Demand Model and Identify Supply-Demand Gaps
3–4 weeks
Build a workforce demand model projecting headcount requirements for the planning horizon based on business objectives. Project workforce supply (current headcount adjusted for attrition and expected internal mobility). Identify the supply-demand gap by function and role type, and assess the feasibility of closing gaps through different strategies (hire, build, buy, borrow).
Proof required
Submit a workforce plan (minimum 1,500 words) covering: (a) demand model showing projected headcount requirements by function and level for the planning horizon with assumptions, (b) supply model showing projected available headcount after attrition and internal mobility, (c) supply-demand gap analysis by function and role type, and (d) a sourcing strategy recommendation for the top three gaps using the hire/build/buy/borrow framework.
What gets checked
- Demand model is linked to specific business drivers — revenue growth, product launches, geographic expansion — not arbitrary headcount additions
- Supply model uses actual attrition rates from the data audit, not industry averages
- Sourcing strategy is specific — 'hire externally for data engineers at P4–P5 level on a 6-month timeline, build internally for junior analysts through a structured rotation programme'
Common mistakes
- Demand model adds headcount as a fixed percentage of revenue without linking to specific business drivers
- Sourcing strategy recommends 'hiring' for all gaps without considering build or borrow alternatives
Powstik Guide
A headcount demand and supply model with a sourcing plan.
Steps
- List the business drivers: growth, launches, new markets.
- Turn each driver into headcount by function and level.
- Project supply using your own attrition data.
- Find the gap by function and role.
- Choose hire, build, buy or borrow for the top three gaps.
Template
| Function | Driver | Demand (end of plan) | Current | Expected attrition | Supply | Gap | Hire / build / buy / borrow | |----------|--------|----------------------|---------|--------------------|--------|-----|-----------------------------| Assumptions (with source):
What gets sent back
- Headcount as a flat share of revenue.
- Industry attrition used when your own data exists.
- 'Hire' chosen for every gap.
Resources
Foundationstart here
Depthgo deeper
What a verifier looks for
- Challenge the sourcing strategy: 'You recommended external hire for data engineers — but your own attrition data shows you lose data engineers faster than you hire them. What changes to retention would you make before scaling hiring?'
You'll sign in first, then come straight back here.
Present Workforce Plan to an HR or People Analytics Professional
1 week
Present the workforce plan to an HR professional (CHRO, HR business partner, people analytics professional, or HR consultant) who will challenge at least two of your modelling assumptions or sourcing recommendations.
Proof required
Submit: (a) Q&A log from the review session (minimum 250 words with at least two challenges and responses), and (b) attendance record with reviewer name and HR credentials.
What gets checked
- Reviewer has HR or people analytics expertise
- Q&A log shows challenges to modelling assumptions or strategic recommendations
- Responses address challenges with analytical reasoning
Common mistakes
- Review with someone without HR or people analytics expertise
- Challenges are met with 'the data shows X' without acknowledging the limitations of the data
Powstik Guide
Your workforce plan, tested by an HR or people analyst.
Steps
- State the weakest assumption in your model up front.
- Show how the gap changes if it is 20% off.
- Book a CHRO, HR partner, people analyst or HR consultant.
- Log two challenges and your answers.
- Note what you would change in the model.
Template
Review session log Date: Duration: Reviewer name: Reviewer role and years of experience: Challenge 1 (a modelling assumption): What they asked: My answer: Did it hold? What would I change? Challenge 2: What they asked: My answer: Did it hold? What would I change? Change I made after the session: Reviewer's overall view (their words):
What gets sent back
- A reviewer without HR or people analytics expertise.
- Answers that ignore the data's limits.
- Fewer than two challenges logged.
Resources
Foundationstart here
Depthgo deeper
Masteryfor the dedicated
What a verifier looks for
- Challenge the demand model: 'Your demand model assumes the same productivity ratio as the current year — but your business is growing into a new market. How might the headcount-per-revenue unit change as you scale into that market?'
- Provide written confirmation (minimum 150 words) of your HR credentials and the challenges raised.
You'll sign in first, then come straight back here.
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