THE DISHA INTELLIGENCE ENGINE → WORKFORCE INTELLIGENCE
Know the Workforce You Need Before You Need It.
Strategy to work to capability to supply to gaps to scenarios — with every assumption visible.
What workforce capability does the organization need now, next — and under plausible future scenarios?
Signature: STRATEGY → WORK → DEMAND → SUPPLY → GAP → SCENARIO → ACTION
One system, six questions — you are here:
Signature explorer — try it
The control tower: drill from strategy to a single skill
Strategy signals, critical work, demand, supply, readiness, gaps, mobility, learning pipeline, hiring pipeline and scenarios — one panel set, every altitude.
Strategy signals
2 transformations · 1 market exit (illustrative)
Critical work
Platform modernization · seasonal surge
Capability demand
1,240 capability units
Supply
1,105 evidenced units
Readiness
72% within 2 quarters
Gaps
Leadership · field certification
Mobility
38 open internal moves
Learning pipeline
640 in flight
Hiring pipeline
96 open roles
Scenarios
3 active
Gap calculator
Gap ranges — because false precision is a planning failure
Set demand, supply, horizon and transition assumptions. The output is a range with its assumptions attached — not a single confident number.
Assumptions exposed: proficiency mix held constant; transition speed varied by horizon; supply counts evidenced capability, not headcount.
Capability gap — over 12 months · shorter horizons carry wider uncertainty
19–25 units
A range, not a point estimate: nearer horizons carry wider uncertainty. Response levers below — each with dependencies and unresolved assumptions.
Scenario Studio
Six levers, honestly labeled
Each lever changes capability, effort, time — and carries unresolved assumptions into the Decision page.
Hire
Impact: Fast supply, market-dependent
Time: 8–16 weeks · Dependencies: Market availability · budget
Unresolved: External market has the capability (unverified in this simulation)
Build
Impact: Durable supply, slower
Time: 3–9 months · Dependencies: Learning capacity · practice slots
Unresolved: Adjacent people willing to move (assumed, not surveyed)
Redeploy
Impact: Uses hidden internal supply
Time: 4–12 weeks · Dependencies: Adjacency evidence · manager release
Unresolved: Adjacency evidence is current (checked against Skills)
Borrow
Impact: Flexible surge cover
Time: 2–6 weeks · Dependencies: Partner contracts
Unresolved: Knowledge stays governed (contract-dependent)
Partner
Impact: Shared delivery capability
Time: 6–20 weeks · Dependencies: Vendor capability evidence
Unresolved: Partner evidence verified (pending)
Automate
Impact: Reduces demand instead of adding supply
Time: 6–18 months · Dependencies: Work redesign · governance
Unresolved: Task automation feasibility (scenario, not studied here)
Continuity map — concentration without prediction
Critical-skill concentration
Rotation rostering: 5 of 8 experts in one region (illustrative)
Single points of failure
2 skills with no succession evidence on file
Succession & knowledge continuity
4 roles with retiring evidence holders — capture plans pending
Structural risks and exposure — never deterministic predictions about individual people.
Calculators
Run the numbers — as scenarios, never verdicts
Calculator 1
Gap Calculator
Demand vs supply with proficiency, readiness, horizon and transition assumptions → capability-gap RANGES and response levers. No false precision.
Calculator 2
Demand Model
Strategic initiative → work packages → roles → skills → capacity. Every estimate exposes its assumptions and sources.
Calculator 3
Supply Model
Authorized employee capability + internal talent + open positions + mobility + learning pipeline + external signals. Headcount is not capability supply.
Leaders can trace strategy → work → capability → supply → gap → scenario → action with evidence and assumptions visible at every step.
Ask the AI Workforce Analyst
Reads strategy and capability together — aggregate, privacy-bounded, assumption-aware.
- What capability gaps matter most?
- Which of them can we develop internally?
- Where is supply concentrated?
- What changes under automation?
Grounding rules
- Answers cite the authorized records behind them — or say the evidence does not exist.
- Uncertainty is shown, never smoothed away.
- Recommendations are options for a human to judge — never silent decisions.
- Every answer stays within your purpose and access level.
In the live product these conversations stream from your authorized data. Here, the questions show exactly what the analyst is built to answer.
Interconnections
Where workforce intelligence hands off next
Conceptual navigation across one intelligence system — links carry your context; none of this implies a causal or predictive pipeline.
Technical architecture — how this page is built
Connected systems
HRIS / ERP / ATS / LMS / skills connectors, workforce graph, demand model, scenario engine, planning service, BI, event bus, governance & audit.
Core objects
Strategy signal, work package, demand estimate, supply source, gap range, scenario, lever, continuity risk, assumption, audit record.
Governance — identical on every Intelligence page
How this system stays honest
These five statement types never blend: everywhere in the engine, you can tell what is measured, what is derived, what is projected and what is advised.
Statement types
Observed, inference, forecast, scenario and recommendation are visually distinguished — never blended.
Illustrative by default
All data, people and outcomes on these pages are labeled illustrative composites.
No fabrication
Never fabricate people, employers, credentials, outcomes or statistics.
Explainable AI
AI explanations expose the evidence and the uncertainty behind them.
Authorized use
Data is used only within its authorized purpose and access level.
Human authority
AI supports judgement; it never replaces human decision authority.
Workforce Intelligence adds: No covert employee surveillance. Health, personality, intelligence or other sensitive traits are never inferred. Aggregate analysis is used wherever individual-level data is unnecessary.
The engine behind the pages
Six pages, one interaction contract
Rule 1
Context handoff
Moving between the six pages carries your question and context with you — you never restart from zero.
Rule 2
Shared vocabulary
Skill, evidence, proficiency, readiness and scenario mean the same thing on every page.
Rule 3
Common evidence layer
Every claim carries source, timestamp, provenance, confidence and access level — everywhere.
Rule 4
AI layer boundaries
The AI summarizes, explains, compares and simulates — without inventing facts or silently converting recommendations into decisions.
Rule 5
Progressive disclosure
Overview first; evidence, assumptions and audit trails open on demand.
Journey · Recruit
Journey · Develop
Journey · Move
Journey · Transform
Journey · Institution
Illustrative journeys — conceptual paths across the engine, not claims about how any decision is made.