Overview: Workforce Planning in Jisr

Forecast, hire, and grow with strategic workforce planning in Jisr

Strategic workforce planning is essential for organizations that want to scale responsibly while maintaining budget clarity and operational alignment. Jisr’s Workforce Planning solution brings structure and accuracy to headcount forecasting by centralizing hiring needs, departures, and total workforce cost in one place, helping HR, Finance, and department leaders plan with confidence and grow with intention.

What is Jisr’s Workforce Planning?

Workforce Planning (WFP) in Jisr is a centralized solution that helps organizations forecast future headcount needs, estimate workforce cost, and align hiring decisions with budget availability and departmental priorities.
It enables HR, Finance, and department leaders to plan new hires, replacements, departures, and internal transfers in one structured workflow, ensuring full visibility over staffing and cost impact throughout the planning period.

What makes Jisr’s WFP valuable?

Accurate headcount forecasting

Jisr calculates planned headcount automatically based on new hires, departures, and transfers, giving departments a precise view of expected team size throughout the planning period.

Automated cost calculation

The system computes the full annual cost of each role, including salary, allowances, benefits,  work permit fees, and other employer costs. This ensures financial accuracy without manual spreadsheets.

Note: This is based on the data onboarded in Jisr, users can't onboard external data for now.

Unified approval workflow

Plans follow a structured, customizable approval flow (HR → Finance → Executive). Approvers can review cost impact, request edits, or approve directly.

Real-time visibility for leadership

Dashboards display total planned cost, variance against current cost, planned headcount, attrition rate, and internal mobility, helping executives understand where hiring demand is concentrated.

How is Workforce Planning applied in Jisr?

Through four core components:

1. Plan Creation

Create a headcount plan for six or twelve months. The system preloads historical departures to provide context and managers will add known upcoming departures.

2. Change Types (Line Items)

Managers add staffing actions using structured change categories.

• New Hire for incremental headcount
• Departure tied to a specific departure
• Internal Transfer that shifts cost between departments

3. Costs and Roll Ups

Managers enter salary and benefits. Jisr calculates the full cost to the company and rolls it up across departments.

4. Review and Approval Workflow

Plans follow a structured approval path
 HR → Finance → Executive (optional)

This ensures staffing decisions match both budget and organizational strategy.