Strategic Workforce Planning & Total Rewards Simulation

Lab Briefing & Learning Goals

Available Supply

4,440

Total Available FTEs

Staffing Gap

-410 FTE

Deficit Detected

Productivity Index

100%

Target: > 110%

Skills Gap Index

28%

Target: < 18%

Attrition Rate

12.5%

Target: < 10.0%

Total Budget

$385.0M

Target Limit

Risk Score

74 / 100

Operational Risk

Target Budget Limit: $ USD

Toggle between Thousands (K) and Millions (M) scale.

1. Workforce Planning Levers

Recruitment Velocity Medium (+200 FTE/yr)

Automation / AI Adoption 5%

Training & Development Budget $2.0M

2. Total Rewards Portfolio

PM & Rewards

Base / Merit Salary Increase (%) 2.0%

Variable Performance Bonus Pool $3.0M

Benefits, Wellbeing & Perks $1.5M

1-on-1 Feedback & Coaching Cadence Quarterly

Sector Workforce Supply vs Demand Projection

10-Year Multi-Year Model

Sector Role Gap & Critical Skill Analysis

Sector Role / Domain	Target Demand	Projected Supply	Capacity Gap	Skill Shortage Risk

PM Cycle Engine: Total Rewards & Corrective Actions

Two-Way PM Process

1 STAGE 1: TARGET SETTING Joint Target

Employee proposes SMART targets; Manager agrees or adjusts stretch goal.

Employee SMART Goal Proposal:

Manager Target Stretch Adjustment:

2 STAGE 2: MONITOR & COACHING Quarterly Log

Continuous dialogue check-ins between Manager & Employee.

3 STAGE 3: APPRAISAL & PIP CHECK Exceeds Target

Move slider to simulate joint appraisal review outcome.

Agreed Performance Rating: 112%

Appraisal Summary: Strong execution; goals achieved with high skill proficiency.

4 STAGE 4: TOTAL REWARDS PORTFOLIO Total Package

Financial & Non-Financial reward breakdown based on PM appraisal.

💰 Financial Base / Merit: +2.0% Base

🎯 Variable Bonus Pool: $3.0M Pool

🎓 Sponsored Training/Growth: $2.0M Certs

🏥 Benefits & Wellbeing: $1.5M Perks

Total Reward Status: Full Portfolio Active

💡 Feedback Loop: Total rewards feed into employee engagement and next cycle's target setting.

Auto-Generated Executive Summary

Learning Reflection: Sector Dynamics & Rewards

Sector Trade-offs: How do baseline attrition and skill shortages differ when switching between Tech Services, Manufacturing, and Mining & Resources?
Hyper-Automation Risks: When pushing automation beyond 25% (up to 50%), how does overall operational risk change if upskilling budgets are kept low?
PIP Consequence Management: What happens to the Total Reward payout when an employee rating drops below 90% into PIP status?

🎓 Strategic Workforce & Total Rewards Simulator