What is Workforce Planning in Jisr?

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.

Workforce Planning answers four fundamental questions:

• Who will join the company next period. Includes new roles, replacements, internal transfers, and
• When each role will be filled. Supports annual, semi-annual, and quarterly hiring windows
• What each decision will cost. Uses salary and benefits to compute total cost to company.
• How changes propagate mid-cycle. Attrition, transfers, and  update the plan through an approval flow.

The primary cadence occurs at the start of every fiscal period. HR and Finance evaluate staffing requirements by considering strategy, business goals, expected departures, performance outcomes, and budget availability.

To access Workforce Planning:

Once Workforce Planning is enabled, users can navigate to:
Talent → Workforce Planning

How to use Workforce Planning

1. Create a Workforce Plan

From Workforce Planning, click Create workforce plan.

Fill out the required fields:

• Plan name
• Department
• Plan owner
• Timeframe (for example, Jan 2026 to June 2026)

The system loads current employee data, cost, and recent departures to establish the baseline.

As an admin in Jisr, you can create the plan on behalf of another user by selecting their department and name in both the Department and Plan Owner fields.

The next step after creating the plan is adding the number of employees in the three sections: New hire, Departures, and Internal transfer.

2. First: Add New Hires

Inside the plan, click Add new hire.

Fill out all the required information:

• Job title and location (pulled from system data)
• Annual salary
• Additional Annual Cost (if the employee costs the company extra fees such as iqama or similar; this will be added to the annual salary and shown as the Total Projected Cost for the position)
• Planned start date
• Line manager
• Priority (how important the role is). There are four types: Critical, High, Medium, and Low.
• Number of new hires

The planned cost and headcount update instantly.

Example:
The Head of Sales needs to hire 3 Sales Executives and 1 Sales Manager.
He must create two separate New Hire entries:

• One for Sales Executive with “Number of new hires = 3”
• One for Sales Manager with “Number of new hires = 1”

After clicking Add to plan, you will see the positions added with all details. You can then proceed to add departures and internal transfers.

For hiring reasons, the field is automatically set by the system as “Team extension”. The plan owner cannot change this field.

3. Second: Add Departures

Click Add departure to record employees who have left or are expected to leave.

Provide:

• Employee name (you can choose the employee from the list of active Jisr users)
• Departure reason (select from the dropdown list)
• Departure date
• Next step (New hire, Position removal, Internal transfer)

If you choose New hire or Internal transfer, the system will automatically create a placeholder under the appropriate section. When you click Add to plan, you will be taken to the New Hire or Transfer page to complete the details.

Departures adjust headcount and cost for the period.

4. Third: Add Internal Transfers

Click Add internal transfer to move employees between departments or roles.

Enter:

• Employee name
• Transfer reason (if the transfer is created as a result of a departure, the reason will be filled automatically and cannot be changed. If not linked to a departure, you may choose a reason.)
• New job title and location
• New salary and cost
• Planned start date
• Next step for the previous role (what should happen to the old position after the employee leaves it)

Example:
The Marketing Head needs a Content Writer. After agreeing with Sales and HR, he transfers a Junior Sales employee into the Content Writer role. In the “Next step” field, he selects what should happen to the Sales position once the employee leaves it.

Transfers shift cost across departments without increasing total headcount.

After creating the plan and reviewing the planned cost, headcount, internal mobility, and attrition rate, click Submit so the plan enters the approval cycle.

5. Submit the Plan for Approval

Select Submit for approval.

A summary appears showing:

• Current vs planned headcount
• Current vs planned workforce cost
• Net changes and variance percentages
• Assigned approvers in order

Once you submit the plan, you will not be able to edit it. Approvers will review the details and can approve or request edits.

The screen will show the plan's statistics, along with its full details, history, and comments.

What happens after submitting the plan for approval?

After submitting the plan, the approver will find it under Tasks → Plan approvals.

When clicking Review, the plan opens with all details. The approver can:

• Approve
• Request an edit
• Duplicate the plan
• leave a comment

If you are both the plan owner and one of the approvers, both actions appear for you.
To cancel or make the plan editable, you must write a comment before clicking Submit.

Understanding Workforce Planning Results

After submission, the plan displays:

Headcount metrics

• Current headcount
• Planned headcount
• Percentage increase or decrease

• Breakdown by new hires, departures, and transfers

Cost metrics

• Current workforce cost
• Planned workforce cost
• Cost variance
• Monthly distribution of new cost impact

Organizational health indicators

• Attrition rate
• Internal mobility rate
• Total entries per plan

Approval status

You can track:

• Progress (for example, 0/4 approved)
• Next approver
• Comments and revision requests
• Full approval flow

Note: The comments cannot be replied to.

Customizing Workforce Planning

You can refine and interpret your plans by filtering or reviewing:

Example:
If the Marketing Department filters for plans between Jan and Mar 2026, it can see all related hires, departures, and cost changes, allowing Finance to track budget load per quarter.