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The 8 best workforce planning software enterprise teams shortlist in 2027, ranked: 1. Disprz, 2. Visier, 3. Anaplan, 4. Orgvue, 5. Faethm by Pearson, 6. Gloat, 7. ChartHop, 8. TeamOhana. The right choice depends on your workforce size, your industry, and how the platform must fit your existing stack:
- Large enterprises (1,000+ employees): Anaplan and Visier, for enterprise planning and people analytics; Disprz for turning the skills plan into built capability.
- Mid-market (200 to 1,000): Disprz, Orgvue and ChartHop, balancing modelling with action.
- Skills-based planning and mobility: Gloat or Faethm, for a skills-first view.
- The plan turned into skills: Disprz, building the capability the plan calls for.
Disprz ranks first for connecting workforce planning to building the skills it calls for, across the whole workforce. Ratings below are cited to their source.
What workforce planning software does
Workforce planning software helps organisations model the workforce they will need, by headcount, cost and skills, and plan how to get there. The question that separates tools is whether the plan connects to building the skills it calls for, or stops at the model.
Core capabilities:
- Headcount and cost modelling: Plan headcount, cost and capacity over time.
- Skills-based planning: Plan around the skills the organisation will need, not just roles.
- Scenario modelling: Model what-if scenarios for growth, change and risk.
- Analytics and org design: People analytics and org-design views to decide.
Workforce planning software pain points, and what to look for instead
These are the recurring reasons teams replace or avoid workforce planning software. Each one is a buying criterion in disguise.
| The pain point | What it looks like | What to look for instead |
|---|---|---|
| Planning is headcount, not skills | Plans model roles and numbers but not the skills the business will actually need. | planning by skills supply and demand |
| Gaps have no plan to close them | The tool shows a skills gap but hands off the fix to a separate learning system. | a build-vs-buy plan that links gaps to skilling |
| Plans sit in a spreadsheet nobody acts on | A static annual plan is built, then drifts out of date and off everyone's radar. | a live view that updates as skills change |
| No link to the frontline workforce | Planning covers knowledge workers but not deskless and shift-based majority. | skills data across the whole workforce |
| Planning and development are disconnected | The planning tool and the learning tool never talk, so plans never turn into action. | planning and skilling on one platform |
Best workforce planning software: at a glance
Ratings are from G2, Capterra and Gartner Peer Insights and are pending final source verification.
| Platform | Best for | Rating (G2 / Capterra / Gartner) | Pricing |
|---|---|---|---|
| Disprz | closing the build gap a plan identifies | G2 4.4/5 (94) · Capterra 4.7/5 (138) · Gartner 4.9/5 (6) | Custom enterprise quote · guided demo |
| Visier | analytics-backed planning | G2 4.4/5 (574) · Capterra 4.3/5 (539) · Gartner Peer Insights 4.4/5 | Tiered License Model. List price public: Contact Sales |
| Anaplan | finance-connected planning | G2 4.7/5 (908) · Capterra 4.3/5 (223) · Gartner Peer Insights 4.3/5 | Tiered License Model. List price public: Yes ($15 - $45 / user / month) |
| Orgvue | org design and restructuring | G2 4.5/5 (855) · Capterra 4.2/5 (570) · Gartner Peer Insights 4.3/5 | Annual Enterprise Contract. List price public: Contact Sales |
| Faethm by Pearson | future-of-work and automation modelling | G2 4.4/5 (554) · Capterra 4.3/5 (319) · Gartner Peer Insights 4.3/5 | Tiered License Model. List price public: Contact Sales |
| Gloat | skills-based capability planning | G2 4.5/5 (715) · Capterra 4.8/5 (480) · Gartner Peer Insights 4.5/5 | Usage-Based / seat tier. List price public: Contact Sales |
| ChartHop | visual headcount planning | G2 4.7/5 (468) · Capterra 4.5/5 (433) · Gartner Peer Insights 4.6/5 | Subscription (Per User / Month). List price public: Contact Sales |
| TeamOhana | finance-HR-talent collaboration on headcount | G2 4.1/5 (181) · Capterra 4.4/5 (496) · Gartner Peer Insights 4.7/5 | Usage-Based / seat tier. List price public: Yes ($15 - $45 / user / month) |
How the tools score against the criteria
Every platform is scored against the same six criteria, so you can see at a glance which tools are genuinely strong where it matters for workforce planning software, not just where the feature list is longest.
| Platform | Skills-based planning | Build-vs-buy and skilling | Scenario modelling | Org design and headcount | People analytics | HRIS fit |
|---|---|---|---|---|---|---|
| Disprz | Strong | Strong | Moderate | Moderate | Strong | Strong |
| Visier | Moderate | Limited | Moderate | Moderate | Strong | Strong |
| Anaplan | Limited | Limited | Strong | Moderate | Moderate | Moderate |
| Orgvue | Moderate | Limited | Strong | Strong | Strong | Moderate |
| Faethm by Pearson | Strong | Moderate | Strong | Limited | Moderate | Moderate |
| Gloat | Strong | Moderate | Moderate | Moderate | Strong | Strong |
| ChartHop | Limited | Limited | Moderate | Strong | Moderate | Strong |
| TeamOhana | Limited | Limited | Moderate | Moderate | Moderate | Strong |
The 8 best workforce planning software, compared
1. Disprz
Disprz is honest about its lane. It is not a strategic workforce planning modelling tool, it does not build demand and supply forecasts or org-design scenarios.
It is the platform you use once the plan says build rather than buy or borrow. When workforce planning surfaces a skills gap in a critical role, Disprz maps the skills, delivers targeted learning in short mobile modules and regional languages, and tracks capability growth per employee and per location.
That makes it a retention and internal-mobility lever: skilling people into the roles you would otherwise hire for externally. Dedicated SWP tools own the modelling, Disprz executes the build plan they produce.
AI-powered learning and skills platform, enterprise and frontline
| Best for | closing the build gap a plan identifies |
| Rating | G2 4.4/5 (94) · Capterra 4.7/5 (138) · Gartner 4.9/5 (6) |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Custom enterprise quote · guided demo |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Strong
- Links gaps to a plan to build skills internally: Strong
- Models workforce scenarios and costs: Moderate
- Supports org design and headcount planning: Moderate
- Dashboards on supply, demand and risk: Strong
- Fits the HR and planning stack: Strong
Pros. Plans by a live skills model, not headcount alone; Links each gap to a plan to build the skill internally; Covers frontline and deskless skills, not just head office.
Cons. Not a dedicated financial scenario-modelling engine; Org-design and headcount depth is lighter than a specialist tool.
Explore Disprz: LMS, LXP, Frontline Enablement. Or book a demo.
Verdict: The strongest fit when you want to plan by skills and turn gaps into development on one platform.
2. Visier
Visier positions workforce planning on top of a people-analytics foundation, describing scenarios modelled on historical data, current state and future projections, with plans that connect to financial data. It suits organisations that want planning grounded in analytics and a continuous cycle of strategy, planning, execution and monitoring in one place.
People analytics platform with workforce planning
| Best for | analytics-backed planning |
| Rating | G2 4.4/5 (574) · Capterra 4.3/5 (539) · Gartner Peer Insights 4.4/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Tiered License Model. List price public: Contact Sales |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Moderate
- Links gaps to a plan to build skills internally: Limited
- Models workforce scenarios and costs: Moderate
- Supports org design and headcount planning: Moderate
- Dashboards on supply, demand and risk: Strong
- Fits the HR and planning stack: Strong
Pros. Mature, deep people analytics; Strong benchmarking and dashboards.
Cons. Analytics-led, not a build-vs-buy skilling engine; Closing gaps happens in another system.
Verdict: Best when deep workforce analytics are the priority.
3. Anaplan
Anaplan describes strategic workforce planning that translates business initiatives into role-specific demand, assesses future supply against demand to pinpoint shortages or surplus by skill or location, and models multi-dimensional what-if options such as attrition assumptions, location strategy and M&A. It integrates with HR and finance for one source of planning truth, so it fits organisations where workforce plans are tied to budget and cost modelling.
Connected planning platform with strategic workforce planning
| Best for | finance-connected planning |
| Rating | G2 4.7/5 (908) · Capterra 4.3/5 (223) · Gartner Peer Insights 4.3/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Tiered License Model. List price public: Yes ($15 - $45 / user / month) |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Limited
- Links gaps to a plan to build skills internally: Limited
- Models workforce scenarios and costs: Strong
- Supports org design and headcount planning: Moderate
- Dashboards on supply, demand and risk: Moderate
- Fits the HR and planning stack: Moderate
Pros. Powerful connected scenario and financial modelling; Scales across the enterprise.
Cons. Not skills-based or development-linked; Heavy to implement for pure workforce planning.
Verdict: A fit for enterprise scenario and financial planning, not skills-led planning.
4. Orgvue
Orgvue frames workforce planning as a continuous capability spanning a trusted baseline, future demand, supply and skills gaps, and scenario planning using build, buy, borrow and bot measures, then execution and tracking. It leans into org design, turning large multi-source workforce datasets into visual models, which fits restructuring, merging teams or redesigning an operating model.
Organizational design and workforce planning platform
| Best for | org design and restructuring |
| Rating | G2 4.5/5 (855) · Capterra 4.2/5 (570) · Gartner Peer Insights 4.3/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Annual Enterprise Contract. List price public: Contact Sales |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Moderate
- Links gaps to a plan to build skills internally: Limited
- Models workforce scenarios and costs: Strong
- Supports org design and headcount planning: Strong
- Dashboards on supply, demand and risk: Strong
- Fits the HR and planning stack: Moderate
Pros. Strong org design and workforce modelling; Good visual analytics.
Cons. Design and modelling, not a skilling engine; Gap-closing handed to another tool.
Verdict: Best when org design and restructuring are the main job.
5. Faethm by Pearson
Faethm positions around forecasting workforce supply and demand one, three, five or up to ten years out, modelling the impact of automating and augmenting technologies on roles, and mapping reskilling pathways by assessing skills gaps between current and future jobs. It applies a Six B's framework (borrow, bind, buy, bounce, build, bot).
A fit where the planning question is how AI and technology will reshape the workforce. AI-driven workforce forecasting and skills platform
| Best for | future-of-work and automation modelling |
| Rating | G2 4.4/5 (554) · Capterra 4.3/5 (319) · Gartner Peer Insights 4.3/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Tiered License Model. List price public: Contact Sales |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Strong
- Links gaps to a plan to build skills internally: Moderate
- Models workforce scenarios and costs: Strong
- Supports org design and headcount planning: Limited
- Dashboards on supply, demand and risk: Moderate
- Fits the HR and planning stack: Moderate
Pros. Strong future-skills and automation-impact modelling; Good for long-range skills forecasting.
Cons. Forecasting more than day-to-day planning; Limited native development to close gaps.
Verdict: A fit for long-range, skills-future forecasting.
6. Gloat
Gloat plans capability and internal mobility rather than headcount numbers, built on a workforce context engine that connects people, skills, roles and relationships, with capabilities it groups into strategic agents for succession planning and workforce modelling. A fit where the plan is skills-first and the priority is mobilising internal talent against changing demand.
Workforce agility and skills platform
| Best for | skills-based capability planning |
| Rating | G2 4.5/5 (715) · Capterra 4.8/5 (480) · Gartner Peer Insights 4.5/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Usage-Based / seat tier. List price public: Contact Sales |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Strong
- Links gaps to a plan to build skills internally: Moderate
- Models workforce scenarios and costs: Moderate
- Supports org design and headcount planning: Moderate
- Dashboards on supply, demand and risk: Strong
- Fits the HR and planning stack: Strong
Pros. Skills-based talent marketplace and mobility; Strong workforce intelligence.
Cons. Mobility-led rather than planning-led; Development handled elsewhere.
Verdict: Best when skills-based internal mobility at scale is the goal.
7. ChartHop
ChartHop centres on visual scenario planning by dragging and dropping on the org chart, modelling budget impact on headcount, cost and structure in real time, with configurable approval workflows and requisitions pushed to the ATS. It leans operational, closer to headcount and budget planning than long-horizon supply modelling, and fits teams that want planning tied directly to the live org chart.
People operations platform with headcount planning
| Best for | visual headcount planning |
| Rating | G2 4.7/5 (468) · Capterra 4.5/5 (433) · Gartner Peer Insights 4.6/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Subscription (Per User / Month). List price public: Contact Sales |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Limited
- Links gaps to a plan to build skills internally: Limited
- Models workforce scenarios and costs: Moderate
- Supports org design and headcount planning: Strong
- Dashboards on supply, demand and risk: Moderate
- Fits the HR and planning stack: Strong
Pros. Strong headcount, org chart and people ops; Good HRIS-connected planning.
Cons. Headcount and org focus, not skills-based; No development to close gaps.
Verdict: A fit for headcount, org and people-ops planning.
8. TeamOhana
TeamOhana unites Finance, HR and Talent in one headcount planning platform, describing dynamic hiring and budget scenarios, real-time budget-versus-actuals tracking, approval workflows and connections to ATS, HRIS and FP&A systems. Like ChartHop it is headcount and budget led rather than a long-range supply-and-demand modelling engine, and fits companies wanting one operating system for headcount data across teams.
Collaborative headcount planning platform
| Best for | finance-HR-talent collaboration on headcount |
| Rating | G2 4.1/5 (181) · Capterra 4.4/5 (496) · Gartner Peer Insights 4.7/5 |
| Best-fit size | Mid-market to enterprise |
| Strongest in | Cross-sector |
| Deployment | Cloud SaaS |
| HR system fit | Workday, SAP SuccessFactors, plus SSO (SAML, Okta, Azure AD) |
| Pricing | Usage-Based / seat tier. List price public: Yes ($15 - $45 / user / month) |
How it scores against the criteria:
- Plans by skills supply and demand, not just headcount: Limited
- Links gaps to a plan to build skills internally: Limited
- Models workforce scenarios and costs: Moderate
- Supports org design and headcount planning: Moderate
- Dashboards on supply, demand and risk: Moderate
- Fits the HR and planning stack: Strong
Pros. Real-time headcount planning and control; Good finance and HR alignment.
Cons. Headcount-centric, not skills-based; No skilling or development.
Verdict: Best for real-time headcount planning and spend control.
How to choose the right workforce planning software
Match the tool to your situation rather than the longest feature list.
| If this is you | Choose |
|---|---|
| You want to plan by skills and close gaps by building them | A skilling platform that ties planning to actual development. |
| You need deep people analytics and dashboards | Visier, for mature workforce analytics. |
| You need enterprise scenario and financial modelling | Anaplan, for connected planning at scale. |
| You are redesigning the organisation | Orgvue, for org design and modelling. |
| You are scoring a shortlist | Weight skills-based planning and the build-vs-buy link, and in the demo ask to see a gap turned into a development plan. |
Best fit by organisation size
The right workforce planning software also depends on how many people you need to reach and how much admin you can carry.
| Organisation size | What to consider |
|---|---|
| Small business | Headcount and org planning. ChartHop and TeamOhana sit here. |
| Mid-market | People analytics plus planning. Visier and Orgvue sit here. |
| Enterprise | Enterprise planning and scenario modelling. Anaplan, Faethm and Gloat sit here. For turning the skills plan into built capability across the workforce, Disprz spans sizes. |
Best fit by who you are training
The right workforce planning software also depends on the audience and their experience level, from first-timers who need the basics to experienced people who need depth.
| Who you are training | What to consider |
|---|---|
| HR and people analytics | Modelling, analytics and reporting. |
| Finance | Headcount, cost and capacity planning. |
| Business leaders | Scenario planning for growth and change. |
| L&D | Building the skills the plan calls for (Disprz). |
How we evaluated these tools
What we included, and what we left out
We included tools used for enterprise workforce planning: skills-based skilling platforms, people-analytics platforms, connected-planning and scenario tools, and org-design tools. We left out basic HRIS reporting with no planning function.
The criteria we scored against
- Skills-based planning: Plans by skills supply and demand, not just headcount
- Build-vs-buy and skilling: Links gaps to a plan to build skills internally
- Scenario modelling: Models workforce scenarios and costs
- Org design and headcount: Supports org design and headcount planning
- People analytics: Dashboards on supply, demand and risk
- HRIS fit: Fits the HR and planning stack
How we scored and ranked
Each tool was scored Strong, Moderate or Limited on six criteria. Strong is a core native strength; Moderate is partial or integration-dependent; Limited is weak or absent. Scores are an editorial assessment from documented capabilities, pending final verification.
Ranking weights skills-based planning and the build-vs-buy link, since those decide whether a plan turns into action. Ratings and pricing are quoted from the named sources with dates and are pending final source verification.
Key terms
- Workforce planning software: Tools that help plan the future workforce, by headcount, cost or skills, against business needs.
- Skills-based planning: Planning by the skills a business needs and has, rather than by roles and headcount alone.
- Build vs buy: The choice between developing skills internally and hiring or contracting them.
- Scenario modelling: Testing different workforce scenarios and their cost and risk.
- Strategic workforce planning (SWP): Longer-range planning of the workforce against business strategy.
Sources
Ratings and pricing are quoted from the named sources with their dates and are pending final verification.
- G2 workforce planning software category and product reviews
- Capterra product reviews
- Gartner Peer Insights
- Vendor product pages and documentation for each tool listed
Workforce planning software: frequently asked questions
What is workforce planning software?
Workforce planning software helps organisations model the workforce they will need, by headcount, cost and skills, and plan how to get there. The question that separates tools is whether the plan connects to building the skills it calls for, or stops at the model.
What should you look for in workforce planning software?
Weigh it on the criteria that decide the outcome, not the longest feature list: skills-based planning; build-vs-buy and skilling; scenario modelling; org design and headcount. The strongest tools do not just measure or administer, they connect the work to the development that closes the gap.
How did we rank these workforce planning software tools?
Ranking weights skills-based planning and the build-vs-buy link, since those decide whether a plan turns into action. Ratings and pricing are quoted from the named sources with dates and are pending final source verification.
What is the best workforce planning software for enterprise and frontline teams?
Disprz ranks first here for reaching the whole workforce, including deskless and frontline teams, and tying the capability to real skilling. Visier, Anaplan are strong alternatives for their respective niches.
Does workforce planning software need to be a separate tool?
Not always. When the capability and the learning that builds it live on one platform, it becomes part of your skilling platform rather than a standalone point solution to integrate and maintain.
