The Workforce Planning platform is a single workspace that takes you through a complete strategic planning cycle in five stages, modelled on the Saudi strategic workforce-planning guide (الدليل الاسترشادي لتخطيط القوى العاملة). The five stages live in one tabbed stepper — you move between them with Previous and Next, and each stage's results accumulate to feed the next.
The five stages
The stages appear as tabs in the page header, in this order:
- Strategic direction — upload a strategy document (a plan, a direction memo, a report) and the AI extracts its initiatives and objectives, and detects role overlap and unowned responsibilities across your org structure.
- Supply analysis — projects the workforce you will have, starting from your current headcount, with retirement and hiring rates and a planning horizon in years.
- Demand analysis — estimates the workforce you will need per role, driven by the deterministic workload engine and tunable estimation methods.
- Gap analysis — subtracts supply from demand per role, surfacing each gap, its priority, and a recommended action you apply in one click to create real drafts in Jadiroon — even from an uploaded ministry Excel.
- Final review — a closing report: how many jobs the plan opens and closes, its annual SAR financial impact, a decision table of every applied recommendation, one-click plan approval (a frozen snapshot), and PDF export.
How the data flows
The platform starts from your workspace's real data — org units, positions, people, and workloads — not from manually entered numbers. When the page opens, current headcount, roles, retirement eligibility, and workload rows are loaded directly from your workspace database. Each stage then enriches that base:
- Stage 1 adds strategic context and a role-overlap map.
- Stage 2 sets the supply assumptions (retirement, hiring, horizon).
- Stage 3 produces a demand number per role.
- Stage 4 combines everything into a prioritised gap table.
Populating the org structure
The org units the platform reads come from Org structure (/{slug}/app/org-structure). The fastest way to fill it is the Unified template — one Excel file with three sheets (Units, Positions, People). Download it, fill it, and upload. After the file is analysed you choose how to apply it:
- Add to existing — appends the file's units, positions, and people on top of what's already there. Nothing is deleted. Use this to grow or top up the structure.
- Replace the org structure — a destructive replace of the unit tree only. It deletes every existing unit and inserts the file's units, then re-links your existing positions to the new units by matching the unit's Arabic or English name. Positions and people are kept, never deleted, and the file's Positions/People sheets are ignored on replace.
Replace shows a confirmation summary with live counts before anything happens, and requires typing a confirmation word — because it cannot be undone. Two consequences to know:
- Workload / FTE tasks are deleted. They are tied to their unit and cannot be preserved when the unit is removed. The confirmation shows exactly how many will be lost.
- Positions whose unit is removed or renamed become unplaced. If a unit's name doesn't match any unit in the new file (on either language), its positions are kept but left without a unit, and you re-assign them manually. The confirmation and the result screen both report this count.
Once the structure has units, a Tree / Graph toggle switches between the indented tree (units, positions, and people together) and a graph view — the same node-graph as the workload tab, with unit cards connected by their parent → child relations, tinted by unit type. Each card shows the unit's position and people counts and a vacancy chip, with pan / zoom / minimap and a full-screen button; the search box dims non-matching units in the graph rather than removing them. Every card that has children carries a small layout toggle (revealed on hover) that flips its direct children between a horizontal row and a vertical stack — handy for taming a wide fan-out. Your per-unit choice is remembered in the browser, so the shape you arrange persists across reloads. A second control hides a unit's whole subtree; the collapsed card then shows a badge with the number of units tucked away, and one click brings them back. A third control keeps only the direct children in view, collapsing every deeper level beneath them in one step (each affected child then carries its own hidden-count badge), and toggles back to reveal them. By default the graph opens showing only the top two levels — every deeper unit starts collapsed behind its hidden-count badge, and you expand the branches you want to explore. Clicking a card opens a dialog with that unit's details (its positions and their people), and the search stays available in full-screen so you can filter without leaving it. Advisory staff units — the general administrations attached straight to the entity or a sector instead of to the sector → agency line of command (e.g. internal audit, corporate communication, compliance) — are pinned in a side-lane beside their leader with dashed connectors, so the chain-of-command tree reads apart from its support offices, the way official government org charts are drawn.
Where to find it
In your workspace at /{slug}/app/swp. The platform is available to HR administrators and the managers responsible for workforce planning.
What sets it apart
- Deterministic where it must be. The supply, demand, and gap engines are purely computational — the same inputs give the same outputs every time. The AI is advisory only in those stages.
- AI where it adds value. Stage 1 genuinely uses AI to read a free-form strategy document and extract structure from it.
- Bilingual. Every label is in Arabic and English; the interface is Arabic-first (RTL).
- Auto-saved. Every action — the uploaded files, supply assumptions, demand edits, and the stage you're on — is saved automatically as you work, so reloading or leaving the page never loses your progress. Use Start over in the header to clear it and begin a fresh cycle.