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Future Workforce Strategies

This benchmarking survey is intended for senior level HR and business executives and focuses on the emerging practices needed to best execute and communicate strategic workforce plans, and expectations regarding the future shape of the organization.
Every executive who participates will receive a report with benchmarks for their organization, and a personal walkthrough.
This survey will take about 10-15 minutes to complete. Where we ask for specific numbers, estimates are fine.

Demographic Questions

What is your primary industry?

What is your organization size?

Where is your organization headquartered?

Please indicate which of the following most closely captures your current role:

Please indicate which of the following most closely captures your current role:
A
B
C
D
E
F
G

Approximately, what has your organization's earnings growth (or decline) been over the last 12 months?

Approximately, how much earnings growth (or decline) do you expect over the next 12 months?

Approximately, how much has total headcount changed at your organization in the last 12 months

Approximately, what is the current mix of agents and humans at your workforce today and in the future?

By agents, we mean AI-powered systems that can complete work autonomously with minimal human oversight.

Percentage of the workforce that are AI Agents -- Today

Forecasted percentage of the workforce that are AI Agents -- in 12 months

Forecasted percentage of the workforce that are AI Agents -- in 3 years

Workforce Planning Maturity/Outcomes

Now we'd like to ask you a few questions about how well your organization executes workforce planning.

Our organization can rapidly reallocate talent, agents and resources as business priorities change.

Our organization can rapidly reallocate talent, agents and resources as business priorities change.
A
B
C
D
E

We consistently direct people, AI-enabled capabilities, and investment toward the highest-value work.

We consistently direct people, AI-enabled capabilities, and investment toward the highest-value work.
A
B
C
D
E

Our workforce planning process keeps pace with changes in business strategy and market conditions.

Our workforce planning process keeps pace with changes in business strategy and market conditions.
A
B
C
D
E

We can effectively spot and fill key skill gaps before they impact performance.

We can effectively spot and fill key skill gaps before they impact performance.
A
B
C
D
E

Critical business activities consistently have the right human expertise and AI support available when needed.

Critical business activities consistently have the right human expertise and AI support available when needed.
A
B
C
D
E

What are your biggest barriers to successful workforce planning? Select up to 3 options.

What are your biggest barriers to successful workforce planning? Select up to 3 options.
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R

Shape of the Organization

Now we are going to gather some benchmarks on the current and future shape of the organization.

What is the current shape of your organization? Please enter the % of employees (FTEs) at each level today. Percentages should add to 100.

Rough estimates are fine. Use the definition of senior, middle, and front-line employee that make the most sense for your organization.

Senior Level

Middle Management

Front-line/Independent

What is your forecast of the future shape of your organization? Please enter the % of employees (FTEs) at each level in 5 years. Percentages should add to 100.

Rough estimates are fine. Use the definition of senior, middle, and front-line employee that make the most sense for your organization.

Senior Level

Middle Management

Front-line/Independent

Please select the new roles you are likely to establish. Only respond to those you intend to establish.

Already have
Considering creating it next year
AI Governance and Risk Roles
Chief AI Officer
AI Governance Lead
AI Risk Officer
AI Ethics Officer
Responsible AI Director
AI Compliance Manager
AI Audit & Assurance Lead
Human-AI Workflow Design Roles
Human AI-Interaction Design
AI Workflow Architect
AI Transformation Manager
AI Operations Strategist
AI Process Redesign Lead
Agentic Systems Designer
AI Enablement & Adoption Lead Roles
AI Enablement Lead
AI Adoption Manager
AI Change Management Director
Enterprise Prompting Coach
AI Learning and Development Lead
AI Fluency Program Manager
AI Agent Management Roles
AI Agent Supervisor
Digital Workforce Manager
Autonomous Systems Coordinator
Multi-Agent Orchestrator
AI Agent Operations Lead
AI Product & Business Translation Roles
AI Product Manager
AI Business Translator
AI Solutions Partner
AI Strategy Consultant
AI Value Realization Lead
New Data and Knowledge Roles
Knowledge Engineer
AI Knowledge Curator
Enterprise Context Manager
Retrieval-Augmented Generation (RAG) Specialist
Synthetic Data Engineer
AI Security Roles
AI Security Engineer
Prompt Injection Analyst
AI Red Team Specialist
Adversarial ML Engineer
AI Threat Intelligence Lead

Other

To what extent is AI expanding the following executive roles?

None
Limited expansion
Moderate expansion
Significant expansion
Extensive expansion
Chief Operating Officer (e.g. AI-enabled workflow architect)
CHRO(e.g. workforce transformation strategist)
Chief Financial Officer (e.g. AI capital allocation strategist)
Chief Revenue/Sales or Marketing Officer (e.g., AI-enabled growth)
GC (e.g., AI governance)
CIO/CTO( e.g. AI operating model leader)

Workforce Planning Practices

Now we would like to ask you about current workforce planning practices at your organization.

What is your primary unit of workforce planning?

What is your primary unit of workforce planning?
A
B
C
D

What is your current cadence for workforce planning?

What is your current cadence for workforce planning?
A
B
C

Which group has the authority to reallocate talent across functions, business units or priorities?

Which group has the authority to reallocate talent across functions, business units or priorities?
A
B
C
D
E
F
G
H

What percent of your current roles are being decomposed into tasks?

What percent of your current roles are being decomposed into tasks?
A
B
C
D
E
F

How much visibility do you have in terms of how work is performed at the task level?

How much visibility do you have in terms of how work is performed at the task level?
A
B
C
D
E

Do task inventories exist and are they maintained?

Do task inventories exist and are they maintained?
A
B
C

Our organization effectively uses scenario modeling to evaluate how changes in business strategy, market conditions, or AI adoption may impact workforce needs.

Our organization effectively uses scenario modeling to evaluate how changes in business strategy, market conditions, or AI adoption may impact workforce needs.
A
B
C
D
E

Workforce planning decisions are closely integrated with enterprise strategic planning and investment decisions.

Workforce planning decisions are closely integrated with enterprise strategic planning and investment decisions.
A
B
C
D
E

Our organization actively redesigns jobs and workflows in response to automation and AI-driven changes.

Our organization actively redesigns jobs and workflows in response to automation and AI-driven changes.
A
B
C
D
E

Managers are equipped to redefine roles, responsibilities, and work processes as business and technology needs evolve.

Managers are equipped to redefine roles, responsibilities, and work processes as business and technology needs evolve.
A
B
C
D
E

Our organization keeps talent in reserve to help with strategic optionality.

Our organization keeps talent in reserve to help with strategic optionality.
A
B
C
D
E

Our organization systematically identifies tasks and workflows that can be automated or augmented through AI.

Our organization systematically identifies tasks and workflows that can be automated or augmented through AI.
A
B
C
D
E

We embrace local experimentation with AI.

We embrace local experimentation with AI.
A
B
C
D
E

We focus on human-in-the loop AI systems over automation.

We focus on human-in-the loop AI systems over automation.
A
B
C
D
E

We identify early signs of changing roles and tasks.

We identify early signs of changing roles and tasks.
A
B
C
D
E

We assess the workforce implications of AI adoption at the task, role, and team level before implementation.

We assess the workforce implications of AI adoption at the task, role, and team level before implementation.
A
B
C
D
E

Our organization has a clear vision for how the workforce will evolve over the next 3–5 years.

Our organization has a clear vision for how the workforce will evolve over the next 3–5 years.
A
B
C
D
E

Our organization makes deliberate decisions about the optimal mix of employees, contractors, outsourced labor, and AI-enabled work.

Our organization makes deliberate decisions about the optimal mix of employees, contractors, outsourced labor, and AI-enabled work.
A
B
C
D
E

We can dynamically shift work between human talent, AI agents, and external partners based on changing business needs.

We can dynamically shift work between human talent, AI agents, and external partners based on changing business needs.
A
B
C
D
E

Our workforce planning technology enables real-time visibility into workforce capacity, skills, and resource allocation.

Our workforce planning technology enables real-time visibility into workforce capacity, skills, and resource allocation.
A
B
C
D
E

Our workforce planning technology effectively supports our workforce planning process.

Our workforce planning technology effectively supports our workforce planning process.
A
B
C
D
E
F

Our organization maintains a clear and up-to-date view of workforce skills and capabilities.

Our organization maintains a clear and up-to-date view of workforce skills and capabilities.
A
B
C
D
E

Skills data is actively used to inform workforce planning, talent deployment, and reskilling decisions.

Skills data is actively used to inform workforce planning, talent deployment, and reskilling decisions.
A
B
C
D
E

We focus first on redeployment, not headcount reductions, when considering impacts of AI on the workforce.

We focus first on redeployment, not headcount reductions, when considering impacts of AI on the workforce.
A
B
C
D
E
Thank you for your participation in the survey. We look forward to walking you through the results. Please add your contact details below.