Name in original language
Στρατηγικό εργαλείο προγραμματισμού ανθρώπινου δυναμικού βασισμένου σε τεχνικές τεχνητής νοημοσύνης
Initiative overview
The strategic workforce planning initiative aims to strengthen evidence‑based human resource management across public administration. It responds to long‑standing difficulties in anticipating staffing needs, managing demographic change, addressing skills mismatches and aligning workforce capacity with organisational priorities. By drawing on increasingly available HR, performance and administrative data, the initiative supports a shift from reactive staffing decisions toward forward‑looking workforce planning.
The initiative treats workforce planning as a strategic management function rather than an administrative task. It supports policymakers and managers in planning both the quantity and quality of the public‑sector workforce by identifying current and future staffing gaps, analysing skills requirements and assessing the impact of technological, demographic and economic change on roles and competencies. This approach strengthens alignment between organisational objectives and available skills over the medium to long term. To enable this, a dedicated digital workforce‑planning platform has been developed. The platform integrates demographic information, retirement trends, skills profiles and operational needs, and generates alternative staffing scenarios over a five‑ to ten‑year horizon. Users can compare different policy options, such as accelerated recruitment, internal mobility or targeted reskilling, making the platform a practical simulation tool for evidence‑based workforce‑strategy discussions.
Artificial intelligence and predictive analytics are used strictly as decision‑support tools. They analyse large datasets to identify patterns and forecast potential skills shortages, supporting structured assessment of hiring, mobility and reskilling options. All strategic and operational decisions remain under human responsibility. The initiative is aligned with broader HR digitalisation and performance‑management reforms, ensuring consistency with goal‑setting, evaluation and incentive frameworks. The platform has been developed and piloted in nine public entities, allowing real‑world testing of data integration, scenario generation and usability. Progress has been assessed through validation of data inputs, evaluation of scenario outputs and qualitative feedback from participating policymakers and managers. These pilots provided practical insights and supported refinement before wider deployment.
