Organisation & Workforce AI Skill Templates
27 structured AI Skills for organisation & workforce work. Each one is a sequenced, auditable method — open it in Studio, adapt it to your approach, or export it to ChatGPT, Claude or Copilot.
Talent Flight Risk Radar
Keeps a standing read on the risk universe in scope, working through risk registers, controls and policy documents on a regular cycle to show where each risk stands, what has moved since the last run and which items now need an owner's attention.
12 stepsBench & Pipeline Match
Matches available consultant capacity against the work coming down the pipeline each week, showing where people are about to sit idle, where demand will outstrip the skills you have and which pairings genuinely fit.
15 stepsSkills Utilisation Pulse
Runs a recurring skills survey across the workforce on a set cycle, building a living view of skills and utilisation by department that leadership can track month over month.
12 stepsWorkforce metrics review
Reviews a workforce metrics pack and states what the measures actually imply, rather than restating the numbers.
5 stepsLocation strategy builder
Ranks candidate locations against weighted workforce and business criteria, tests how cost assumptions affect the result, and produces a board-ready recommendation with a traceable evidence base.
12 stepsWorkforce Plan
Builds the core workforce plan by comparing what a strategy requires against current workforce and skills evidence, expressed as roles and capability gaps.
9 stepsWorkforce scenario comparison
Runs gap analysis for base, upside and downside workforce scenarios against org and skills evidence, bucketing and comparing what changes between them.
16 stepsRestructure scenario
Models restructure options, computing structural and cost implications of each and scoring them against the current state on your chosen criteria.
17 stepsOrganisation operating model
Designs an operating model from a strategy document, grouping required capabilities and diffing them against the current org map with visible reasoning.
15 stepsEmployee relations query responder
Drafts clear replies to employee relations questions using employer policies and current employment law, with cited sources, an internal case note and explicit grounds for specialist escalation.
11 stepsWorkforce scenario model
Models how a workforce is distributed over time under stated assumptions, computing the movement across a planning horizon.
4 stepsMarket entry workforce plan
Assesses the workforce requirement for entering a new market, showing what exists today and what must be hired, moved or sourced locally.
5 stepsPeople data enrichment
Turns raw people records into an analysed, structured view — skills, experience, seniority and context made consistent across the population so the data is usable for planning decisions.
4 stepsStrategic workforce planning
Runs demand modelling, supply and skills evidence, gap analysis, scenario branching and cost as one connected enterprise workforce planning process.
18 stepsPost-merger integration
Compares two organisations' structures and roles for post-merger integration, extracting overlaps and metrics into a scored risk plan for the people workstream.
16 stepsWorkforce cost by location
Compares workforce cost across locations, computing total cost, capability availability and structural implications of each option.
16 stepsTransformation workforce plan
Plans the workforce side of a transformation, assessing role-level impact, capability needs, sequencing and people risk.
17 stepsWorkforce cost optimisation
Computes the effect of workforce cost levers across the org map, bucketing options by impact and reporting trade-offs alongside the savings.
16 stepsCapacity planning
Models demand against supply to compute the capacity gap, showing where and when a delivery shortfall will appear.
16 stepsSpans and layers
Computes spans, layers and manager ratios deterministically from an org map, buckets outliers, and reports where structural efficiency is genuinely available.
15 stepsStrategy → OKR cascade + dependency map
Decomposes a strategy document into owned, dated objectives and key results, then runs a dependency pass to expose the critical path and capacity conflicts.
6 stepsTeam effectiveness review
Scores a team's effectiveness against structured evidence on defined dimensions, producing a comparable baseline for future re-measurement.
4 stepsStrategy to organisation gaps
Tests your organisation against what the strategy actually asks of it, surfacing the capability, structure and accountability gaps that stand between the plan and delivery, each with a recommended fix.
4 stepsOrganisation design review
Reviews structure, spans, layers and accountability against how the organisation is meant to work, then sets out where the design creates friction and what to change first.
4 stepsTeam snapshot
Produces a short, structured read on a team's composition and evidence in one run, for quick context or as input to deeper analysis.
3 stepsWorkforce capacity planner
Compares workforce demand against current headcount, absence and productivity to establish the full-time equivalent gap team by team under base, mid, high and stress scenarios, returning a hiring and resourcing plan the numbers actually support.
11 stepsEmployee engagement & culture diagnostic
Analyses large volumes of free-text engagement survey comments to produce a theme-by-theme sentiment read by department, identify what genuinely drives the overall mood, and set out an action plan — without anyone hand-coding a single comment.
15 steps