ENTERPRISE WORKFORCE PLANNING

What's the gap between us now and us in 24 months?

Quantify the capability gap between your current workforce and the workforce your strategy requires. Build-vs-buy decisions backed by measurement, not gut. A sequenced plan with magnitude per dimension, cost per intervention, and timeline to close.

The problem this solves

$350B/yr in training. No measurement of whether it worked.

$350B
Spent on training yearly
Global L&D spend with no capability measurement. Completion rates are not competency evidence.
73%
CHROs say they can't quantify
Can't quantify the gap between current capability and strategic need. Planning from gut, not data.
18mo
Average lag to discover drift
Capability erosion discovered at next audit, not in real time. By then the gap has compounded.
How QLM workforce planning works

Four phases. 4-8 weeks.

1
Current-state measurement
Assess current workforce capability across 7 dimensions using the same engine students use. Anonymous, opt-in, privacy-preserved by architecture.
2
Future-state demand profiles
Build role-demand profiles for the organization you need in 24 months. 4-hour interviews per role track. Published methodology.
3
Gap quantification
Per-dimension gap with magnitude. Not "we need more data scientists" but "we need D2 +0.4 SD across 30 people in the analytics team."
4
Build-vs-buy plan
For each gap: develop internally (cost, timeline, likelihood) vs. hire externally (market availability, time-to-fill). Sequenced, prioritized, costed.
See what this looks like for your organization

Preview your capability gap

Enter your organization's profile below. We'll show you a sample of what the full workforce planning engagement surfaces — based on industry benchmarks for organizations like yours.

Sample output · based on industry benchmarks

Your capability gap preview

—
Avg. gap (SD)
—
Roles affected
—
Est. close cost

Get the full analysis for your organization
What the engagement delivers

Not a report. A decision instrument.

Gap quantification
Per-dimension, per-team gap with magnitude. "Analytics team needs D2 +0.4 SD across 30 people" — not "we need upskilling."
Build-vs-buy analysis
For each gap: internal development cost + timeline vs. external hire cost + time-to-fill. Quantified tradeoff, not opinion.
Sequenced plan
Priority-ordered interventions — which gaps to close first based on strategic urgency, cost, and cascading dependencies.
Ongoing monitoring
After the plan ships: continuous measurement of whether the gap is actually closing. Re-plan when reality diverges from plan.

Ready to quantify the gap?

Enterprise engagement. 4-8 weeks. $25,000-$75,000 depending on workforce size. Continuous monitoring included in enterprise tier afterward.

Talk to enterprise View pricing