All Resources
Research papers, presentations and OXYGEN use cases from TALENT on demand. Use the filters below to browse by type or topic.
Downsizing: Simulating Every Option Before You Choose
Which mix of attrition, redeployment, retraining and restructuring reaches the target at the lowest human and financial cost? OXYGEN runs side-by-side scenarios on the real population, each path quantified in headcount, cost, timing and the workforce transactions it triggers.
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From Budget to Headcount: Planning Within a Financial Envelope
Translate a financial envelope into a workforce plan, not the other way round.
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Reducing Workforce Costs Without Destroying Capability
Where the cost actually sits (mix, seniority, location, contingent share) and which levers move it without destroying capability.
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Optimising Hiring and Firing Across the Organisation
Stop the absurd pattern of hiring in one corridor while restructuring in the next.
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Not Finding Enough People? Closing the Supply Gap
Whether the shortage is real or a sourcing-strategy problem, and which alternative supply channels close it.
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Building a New Skills Taxonomy That Lasts
A common skill currency that survives organisational, cultural and geographic boundaries, and stays alive after year one.
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Creating a Skill Catalog: The Foundation Layer
The foundation layer for every downstream process: planning, development, staffing, careers.
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Building a Task Catalog Ahead of Automation
A decomposition of jobs into tasks, usually because automation or AI questions are coming next.
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Simplifying or Expanding Your Taxonomy
The currency drifted: too granular where nobody looks, too coarse where the business moved.
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Measuring the Efficiency of Your Workforce
How much of the paid capacity is actually productive: active versus bench, deployed versus idle, output where it matters.
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Knowing What Your Workforce Can Really Do
The ground truth beneath every other question on this page: what can this workforce actually do.
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Engagement Where It Matters: Your Critical Workforce
Not a yearly survey score, but engagement connected to the populations that matter: is our critical workforce engaged, and where is disengagement about to become attrition.
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The Impact of Attrition on Effectiveness
Beyond the leavers count: what leaves with them: experience, throughput, team stability, and how long until the organisation recovers.
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New Taxonomy, Same History: Retroactive Org Restatement
The dilemma every reorganisation creates: keep the history and freeze the taxonomy, or modernise and lose years of trend data. Most tools force the choice.
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Putting a Number on the Cost of Attrition
A defensible number for the board: separation, replacement, ramp-up, lost knowledge and the productivity gap in between.
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Too Much Attrition: Who Is Leaving and What It Costs
Not the average attrition number, but who is leaving, from which critical populations, and what it will cost if it continues.
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Making Career Evolution Visible
People cannot see a path, so the best ones make their path elsewhere.
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When Your Senior Experts Leave Too Fast
Retirement waves and experience attrition are walking decades of tacit knowledge out the door on a knowable schedule.
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Closing a Gender Imbalance with a Credible Plan
A representation target needs an arithmetic plan behind it, not an aspiration slide. OXYGEN simulates hiring, promotion and attrition flows by gender to show which target dates are achievable, at what intake rates, and where the pipeline genuinely constrains.
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Reshaping a Workforce with the Wrong Shape
The seniority pyramid, the skill mix or the span structure no longer matches how the business earns money.
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Offshoring, Nearshoring, Own-Shoring or Premium-Shoring
Where should which work sit, own centre or partner, and what does the transition really cost.
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Building a New Business: The Capability Bill of Materials
The capability bill of materials for something that does not exist yet, and how fast it can realistically be assembled.
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Acquisitions and Carve-Outs: What Capability Changes Hands
What capability are we actually buying or losing, beneath the org charts, and what does integration or carve-out do to the plan.
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Organising Workforce Redeployment
Move people from declining activities to growing ones faster and more humanely than fire-and-hire.
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Transforming Your Workforce into X
The whole journey: from today's inventory to a named future state, with the waves, costs and risks in between.
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Building a 3-to-5-Year Strategic Workforce Plan
The classic SWP mandate: demand from strategy, supply from data, gap to action. OXYGEN's core discipline since v1.0: strategic demand capture, quantified supply projection, gap analysis and an action plan the operational levels actually execute.
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Planning Your Workforce 20 Years Ahead
Demographic certainty over decades: retirement waves, generational renewal, long-cycle capability builds (nuclear, defence, infrastructure).
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Connecting the 5-Year SWP to Yearly Budgets
The hardest governance problem in SWP: strategy lives in years, budgets live in quarters, and the two never meet.
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The Cost and ROI of Strategic Workforce Planning
The meta-question behind every SWP mandate: prove that planning pays before we invest in it.
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How Many Scenarios Does an SWP Need?
A methodology anxiety: teams either build one plan and call it strategy, or drown in dozens of scenarios nobody compares.
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Modern SWP When Your Data Can Never Leave Your Perimeter
The CISO's veto: workforce data at full depth reveals strategy, and multi-tenant SaaS is a non-starter for defence, utilities, public sector and sovereignty-conscious boards.
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Start Small, Prove Value Fast: Agile SWP
The scar tissue speaking: they have seen SWP initiatives become "une usine à gaz": multi-year builds, consultant armies, models nobody could maintain after the programme ended.
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Identifying Your Critical Workforce
Which people and roles, if lost, would actually stop the business, as opposed to who is senior on the org chart.
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How Long Will It Take to Build New Capacity?
The honest lead time from decision to productive capability, which is the number every business case quietly invents.
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Solving a Critical Skills Bottleneck in Six Months
A fast, surgical answer for one scarce capability, not a planning programme. OXYGEN compares every supply channel at once, ranked by time-to-relief: internal adjacents who can be upskilled fastest, external market reality, borrowing and automation.
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AI-Augmenting Your Workforce: Where to Start
Which populations first, what changes in their roles, and how to plan the transition rather than announce it. OXYGEN's task-level exposure analysis shows where AI augments versus automates, then plans the waves, reskilling and redeployment.
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Assessing Task Automation for a Specific Population
A defensible, task-by-task automation assessment for a specific group, usually with a works council reading over your shoulder.
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Measuring AI Augmentation with OXYGEN STAR
A maturity measurement: how far along are we actually, compared to where we think we are, and what is the next credible step.
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How Ready Is Your Organisation for the Transformation Ahead?
An honest baseline before the journey starts: where we actually stand versus where the board believes we stand, and what to fix first.
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Redesigning Jobs and Building the Transformation Roadmap
Below the org chart: which jobs morph, split, disappear or emerge, and in what order the organisation gets from here to there.
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Your Question Is Not Listed? OXYGEN AI Composes the Answer
The test of any platform: what happens when the use case is genuinely new.
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The Agent Era Is Here. Is Your Workforce Ready?
Five executive briefings distilled from the front line of the AI conversation. From geopolitical context to board-ready decisions. Start with any lens, read all five in an afternoon.
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AI Transformation Topology: Are You Asking the Right Question?
Most organisations ask "how much AI?" The right question is "which archetype of transformation fits us?" A visual framework for mapping your organisation's AI transformation path across three distinct archetypes.
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Workforce Transformation: Where Do We Start?
Five toolboxes to help you decide which transformation strategy fits your situation, from individual task redesign to market-level intelligence. Pick the one that fits your current question.
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Ghost Jobs and the Broken Hiring Market
Nearly 1 in 5 job listings online doesn't actually exist. 93% of HR professionals admit to posting them. Here's what this means for your workforce strategy - and why planning from the inside out has never mattered more.
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Build, Buy, Borrow or Bot: The Talent Decision Framework
When a capability gap appears, most organisations default to hiring. There are four options - and hiring is often the worst one. A practical framework for making smarter workforce decisions before opening a single requisition.
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The Skills Half-Life Problem
Technical skills now expire in under 5 years - and some digital competencies in as little as 2.5. The economics of learning have fundamentally changed, and most organisations' L&D strategies haven't caught up.
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The EU AI Act: What HR Teams Must Do Before August 2026
The biggest AI regulation in history takes full effect in five months. If your organisation uses AI in hiring, performance management, or scheduling, you are likely running high-risk AI systems under the Act. The clock is ticking.
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The 11% Problem: Why Most Organisations Are Failing at Workforce Planning
Only 1 in 9 organisations does Strategic Workforce Planning at a genuinely strategic level. Here is what separates the minority that does it well - and what it costs the 89% that don't.
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Return to Office vs Hybrid: What the Data Actually Says
CEOs want everyone back. Employees disagree. And the data doesn't obviously support either side. Here is what the numbers actually show - and the question organisations should be asking instead.
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AI Transformation and the Future of Work: Insights from Davos 2026
Despite widespread AI adoption, fewer than half of organisations are capturing meaningful financial benefits from their investments. The gap between AI leaders and laggards is rapidly accelerating.
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Gender Diversity: Building Balance into the Workforce
Gender diversity has become essential for business success, with balanced organisations showing higher innovation and financial performance. Many companies still struggle with pay gaps and limited female leadership representation.
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Age Diversity: Leveraging Strengths Across the Career Lifecycle
Modern workforces span diverse age groups, each bringing distinct strengths and needs. Without intentional planning, organisations risk losing knowledge, underutilising talent, or creating generational silos.
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From Time-to-Market to Time-to-Skill: Creating Your Talent Supply Chain via SWP
Just as SAP revolutionised Supply Chain Management in the 1990s, OXYGEN transforms workforce planning today. Organisations now compete on how quickly they equip people with the right capabilities.
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Workforce Redeployment: Maximising Talent, Minimising Disruption
In rapidly changing business environments, organisations can strategically redeploy internal talent to fill evolving roles rather than relying on external hiring or downsizing. A data-driven approach reduces costs and improves retention.
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Generational Diversity: From Risk to Resilience
Today's workforce spans four generations: Baby Boomers, Gen X, Millennials, and Gen Z. This mix creates both organisational strength and risk. Organisations can transform generational dynamics into strategic advantage.
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AI-Enhanced Jobs: a Grassroots Approach
AI is rapidly transforming work at the day-to-day level. Meaningful change happens when employees themselves lead adaptation rather than waiting for top-down directives - emphasising individual empowerment and task-level innovation.
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Job Transformation in an AI Era
The rapid advancement of artificial intelligence is reshaping the global workforce, altering job roles across every sector. This paper proposes a unified, cross-industry approach to job transformation that emphasises collaboration and shared responsibility.
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Overcoming Challenges in Strategic Workforce Planning (SWP)
Strategic Workforce Planning is increasingly essential in today's dynamic business environment. This paper explores how organisations can overcome SWP implementation challenges through agile approaches, data-driven strategies, and tools like OXYGEN AI.
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