V Skill HF-D4.4-002 cross-sector 9 skills
Capacity and resource planning
Matching available hours, qualifications and resources against expected workload and distributing staffing so that peaks and shortages remain manageable.
How hrmforce measures this
- Assessment method
- Work sample test · rho 0.33 (SD 0.09)
- hrmforce instrument
- Work sample test, Knowledge test (client-specific)
- Competency (50-framework)
- Planning and Organizing
- Trainability
- high
- Demand outlook 2026 to 2030
- stable
The candidate performs a representative work sample under standardised conditions.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Fills in the staffing list according to the roster and reports gaps in the planning to the planner. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Calculates required hours and qualifications per period, makes a staffing plan and substantiates requests for extra capacity. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Develops the capacity model for the whole organisation, links it to demand forecasts and decides on structural use of flexible capacity. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| V | Making a staffing schedule Shift scheduling | Fills shifts and hours with available staff while respecting qualifications and required rest periods. | declining |
| V | Forecasting workload Demand forecasting | Forecasts from history and seasonal patterns how much work is expected in a coming period. | rising |
| V | Drawing up a headcount plan Headcount planning | Calculates how many full time equivalents per role are needed and sets that against the budget. | stable |
| V | Managing leave planning Leave planning | Handles holiday and leave requests so that staffing remains adequate during holiday periods. | declining |
| V | Hiring flexible capacity Contingent staffing | Arranges temporary workers, contractors or a flexible pool when the own workforce cannot cover the work. | stable |
| V | Maintaining a qualification matrix Skills matrix | Tracks per employee which authorisations, certificates and skills are valid and when they expire. | rising |
| T | Using workforce scheduling software Workforce scheduling software | Creates and publishes rosters in a scheduling package and processes swap requests and absences there. | stable |
| V | Analysing peaks and troughs Peak analysis | Analyses by hour, day or season when pressure arises and matches staffing to that pattern. | rising |
| V | Calculating utilisation and productivity Utilisation calculation | Calculates how much of the available hours was spent productively and compares that with the norm. | stable |