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Use case · HR & Workforce Management

Today's teams.
Tomorrow's needs.
Act in time.

We start from your headcount plan, skill models and business forecasts. Together with HR, controlling and IT we clarify which data is combined, who may see which analysis and where managers decide. The result is your workflow for forward-looking workforce planning.

CORAProcess assistant

Your team

“Use our headcount plan, the skill profiles from the HR system and the sales forecast from controlling. Create a quarterly workforce planning workflow: for each unit, calculate the future need for positions and skills and compare it with current staff, leavers and retirements. Only analyse aggregated data. Explain the largest gaps and propose measures. The plan only goes into the budget after approval by HR and the unit head.”

CORA is drafting the process …

The description becomes the workflow

Describe once.
Run every time.

Your description becomes a recurring planning run: from the latest forecast to an agreed workforce plan per unit.

CORA builds the process. Your team reviews the test cases and approves it. Only then does it run for every matching event – with your permissions.

Calculate needs · Spot gaps · Agree measures

  1. New forecast
  2. Combine data
  3. Calculate needs
  4. Gaps and measures
  5. Approval
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One run in detail

How CORA plans a quarter.

A planning run for the second quarter: from the approved forecast to the saved plan version.

All names, numbers and values in this example are fictitious.

  1. TriggerControlling approves the Q2 sales forecast.
  2. IntegrationRetrieve data

    Read: 14 organisational units with positions, leavers and skills from the HR system and the Q2 forecast from the ERP. Salary data is not requested.

  3. CodeCalculate needs
    UnitNeedCurrentGap
    Logistics48 positions41−7
    Customer service22 positions23+1
    Maintenance15 positions12−3
  4. RuleAssess gaps

    Logistics and maintenance are above the threshold. Both units need approval from their unit head.

  5. AIExplain gaps
    Demand in logistics rises because the Q2 forecast is well above last year; at the same time three employees retire. Proposal: check two internal moves from customer service and advertise five positions.
  6. HumanApprove

    The head of logistics reduces the advertisement to four positions and approves the plan.

  7. IntegrationSave

    Q2 plan version saved in the ERP and handed to budget planning; HR planning receives the report.

From existing documents to a tested workflow

From existing documents
to a tested workflow

1Your documents and example cases

DocumentHeadcount plan 2027 (fictitious)
  • Org unit
  • Positions
DocumentSkill model
  • Skill catalogue
ExamplePlanning round Q3 (fictitious)
  • Assumptions
  • Result

2Business systems and data

SystemHR system
  • Positions
  • Leavers
  • Skills
  • Individual salaries
SystemControlling / ERP
  • Sales forecast
  • Budget
RuleMinimum group size
  • Aggregated analysis only

3People, roles and rights

Role cardHR planning
All units
Role cardUnit head
Own unit
IndividualBlocked
No individual rating
  1. Build process
  2. Test
  3. Approve

Running process

  1. New forecast
  2. Aggregate data
Need covered
  1. Update plan
  2. Report
Gap found
  1. Draft measures
  2. Unit head approval
Data missing
  1. Clarify with HR

Process steps in detail

What AI does – and what rules, code and integrations handle.

CORA uses AI where language, context or unstructured information needs to be understood. Calculations run as tested code, limits and responsibilities as rules, system access through defined integrations. Approvals stay with people.

  • AILanguage model: understands, summarises, drafts1×
  • RuleFixed conditions, thresholds, responsibilities2×
  • CodeCalculations and models, versioned and testable2×
  • IntegrationRead and write access via MCP servers or interfaces2×
  • HumanReview, approval and decision1×
  1. 01

    Start planning run

    The run starts automatically as soon as controlling approves a new forecast version.

    Rule

    Implementation: Schedule: quarterly and with every newly approved forecast

  2. 02

    Retrieve data

    CORA reads positions, leavers, skills and forecasts for the units it is allowed to see.

    Integration

    Implementation: MCP servers for HR system and ERP, read-only

  3. 03

    Aggregate data

    Personal data is summarised per organisational unit; small groups are merged so no one is identifiable.

    Code

    Implementation: Data pipeline with minimum group size

  4. 04

    Calculate needs

    Forecast and productivity assumptions produce the need for positions and skills per unit and quarter.

    Code

    Implementation: Planning model with your metrics, versioned

  5. 05

    Assess gaps

    Deviations above the threshold are flagged and sorted by urgency.

    Rule

    Implementation: Agreed thresholds per unit

  6. 06

    Explain gaps, propose measures

    The AI explains the causes clearly and proposes recruiting, training or internal moves – each with reference to the numbers.

    AI

    Implementation: Language model with planning guideline and measure catalogue

  7. 07

    Review and approve

    Assumptions and measures are reviewed, adjusted and approved.

    Human

    Implementation: HR planning and unit heads

  8. 08

    Save plan

    Only after approval is the plan saved and handed over to budget planning.

    Integration

    Implementation: Write access to the plan version in the ERP

Connected systems

  • HR systemreads positions, leavers and skillsvia MCP server
  • Learning platformreads completed trainingvia interface (API)
  • ERP / controllingreads forecasts, writes the approved plan versionvia MCP server
  • Company sign-inchecks identity and rolevia single sign-on

How we work

We start with your
actual work.

  1. 01

    Understand existing documents

    Headcount plans, skill models, previous planning rounds and controlling's assumptions show us how planning works today. From them we derive planning units, metrics and time horizons. We resolve differing definitions with HR and controlling.

  2. 02

    Connect data and business systems

    With your IT we connect the HR system, learning platform and planning data in the ERP. Organisational unit, position ID and skill catalogue link the sources. We define which data is only read and where planning drafts are stored.

  3. 03

    Assign identities, rights and roles

    Identity comes from your company sign-in. HR planning sees all units, unit heads only their own. Analyses are aggregated; individual employees are not assessed. The AI acts on behalf of the responsible person.

  4. 04

    Test together and go live

    From the description, documents and clarified system access, CORA drafts the process. Together with your business unit we select test cases and expected results. Testing runs without write access. Example tests: Stable forecast, sudden rise in orders, many retirements in one team, missing skill data.

Your team decides on rules, AI steps and approvals. We activate the tested workflow, compare effort and results and practise the next changes in the skill workshop. Integrations, knowledge and reusable building blocks remain as the foundation for further processes.

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How the case
runs

With every new forecast, CORA reads the approved data, aggregates it per unit and calculates future needs. Gaps are explained and paired with proposed measures; the draft goes to HR planning and the unit heads.

What it
produces

Needs overview per unit and quarter, prioritised gaps, reasoned proposals for measures and an approved plan version. Assumptions and data status remain documented.

Where your team
decides

HR planning and unit heads assess assumptions and measures and approve the plan. CORA makes no decisions about individual employees; analyses remain aggregated.

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