FlexiEPM is more than just a workforce planning tool – it’s a comprehensive solution for HR budgeting and forecasting, fully adaptable to your organization’s specific needs. With FlexiEPM, you gain a reliable environment to create, monitor, and update headcount plans without relying on Excel spreadsheets.
Implementing FlexiEPM is a step towards improving human resource management: you can easily plan headcount and FTE, and then create a salary and personnel cost budget, gaining full control over the HR budgeting process in your company.
FlexiEPM introduces a consistent planning standard across the entire organization. Whether the workforce plan is created centrally by the HR department or involves unit managers, the system provides templates perfectly tailored to each participant’s role.
The platform eliminates the need to merge data from multiple sources. FlexiEPM automatically consolidates user inputs, delivering instant and error-free results.
You can plan headcount and FTE directly in detailed templates that contain key employee information. The flexible design of these templates allows you to include employee data, contract type, cost center, position, performance review results, or pay raise dates — fully aligned with your company’s internal structure.
FlexiEPM enables you to capture all key HR planning parameters in a single, central template that supports both workforce and compensation planning — making the process simple for managers and HR Business Partners alike.
If you already have a preferred planning layout, FlexiEPM can replicate and adapt it to your company’s specific structure. The platform’s advanced template design capabilities ensure comfort and usability at every level of the organization.
The main template allows flexible definition of HR parameters — for each employee or open position, you can specify start and end dates, working time, and salary terms.
The salary planning model is fully aligned with your organization’s employment types and business model, supporting monthly salaries, hourly wages, or piecework. It also allows for various compensation components, such as bonuses, allowances, or incentive pay.
Thanks to direct integration with your HR and payroll systems, FlexiEPM can automatically generate the first version of your workforce plan — complete with employee data, salary information, and job details. This eliminates manual data entry and the need to divide files among different managers.
The system pulls data directly from the employee registry, automating the entire model preparation process. These datasets can be refreshed automatically overnight or updated on demand, which is particularly valuable for long-term planning cycles.
The integration can include a wide range of data — employee records, contract terms, cost centers, job positions, pay history, long-term absences, and other factors relevant to bonuses or benefits allocation.
FlexiEPM helps you plan new positions and vacancies efficiently through a transparent workflow for submitting staffing requests and approving salary proposals. This ensures the workforce plan reflects both business needs and internal approval processes.
The built-in vacancy management process provides managers and HR Business Partners with dedicated templates for submitting requests, while department heads and HR coordinators can review and approve staffing plans.
This multi-level approval process can also be linked to budget scenarios, enabling the creation of alternative HR budget versions based on different hiring assumptions.
FlexiEPM supports rolling forecasts — each vacancy can be linked to a hired employee, ensuring seamless iteration and monitoring of plan execution throughout the year.
FlexiEPM offers an easy way to model organizational changes. When preparing salary budgets, you can quickly reassign costs to a new structure, manage employee transfers between cost centers, or merge and split departments.
The system supports budgeting in a format consistent with managerial reporting and cost controlling, linking employees to the organizational structure, cost centers, and reporting dimensions for full control over personnel cost planning.
FlexiEPM allows you to easily change these parameters at any time, so you can easily adjust budgets and forecasts to planned organisational changes. The system also allows you to transform historical data to comply with the new organisational hierarchy, which facilitates cost analysis in the current company structure.
Workforce planning in FlexiEPM covers not only FTE and headcount but also promotions and salary adjustments. The system allows smooth updates to job titles and pay structures, streamlining the compensation budgeting process.
By combining vacancy planning, new positions, and organizational changes, FlexiEPM enables you to build a comprehensive HR budget that reflects the number, type, and distribution of employees needed for the upcoming year.
You can design a compensation matrix that automates subsequent planning stages — including salaries, raises, bonuses, and benefits — all tied to specific roles and structures.
Based on manager and HRBP input, the system automatically recalculates salary and personnel cost budgets, ensuring financial accuracy and consistency across all HR plans.
FlexiEPM precisely distinguishes between nominal and active employment, excluding employees on long-term absences (such as maternity or parental leave) from payroll budgets and headcount-based calculations.
Thanks to integration with HR absence registers, the system automatically accounts for all long-term absences in planning templates, removing the need for manual adjustments and improving planning accuracy.
As a result, you get a complete picture of your workforce — both total headcount and actively working employees included in payroll budgets — ensuring better forecasting and cost management. This approach enables more accurate budget planning and better human resource management.
One of FlexiEPM’s key advantages is the ability to create multiple versions of workforce plans. You can quickly simulate various hiring, salary, or structural scenarios — an essential feature in dynamic HR environments.
The system allows you to edit vacancy statuses, model organizational changes, and modify compensation structures instantly. You can compare versions, analyze their impact, and maintain a full audit trail of every change.
FlexiEPM also offers the ability to analyse and compare different employment plan variants, ensuring transparency for every change. Thanks to the system’s consistent planning rules, each version of the HR budget is accurate and logically linked, including the employment plan, pay rise budget and personnel costs.
FlexiEPM offers flexible operational staffing planning, enabling organisations to plan based on staffing needs, which is particularly useful in cases of high turnover, seasonality, or standardisation of skills and remuneration. This eliminates the need to create a detailed plan for each employee and vacancy in production, logistics centres or call centres.
Instead of planning each position individually, the system allows aggregate modeling of labor demand based on activity levels, seasonality, or turnover. Changes in business assumptions, such as sales or production forecasts, automatically recalculate required workforce levels.
The model can be based on man-hours, FTE, or total payroll amounts, giving organizations flexibility to plan according to their operational needs.
#KNOWLEDGE BASE
The terms FP&A (Financial Planning & Analysis) and EPM (Enterprise Performance Management) are often used interchangeably, which leads to confusion at the intersection of Finance and IT departments.
This article clearly defines the technical and functional boundary between these concepts, showing where the role of the analyst ends and where the role of technology
In this post we will answer some common questions on how to recognize and manage lease and perpetual usufruct arrangements to ensure compliance with IFRS 16. We will explain the steps involved in the valuation of assets and liabilities for different types of contracts.
The adaptation of IFRS as an accounting standard affects the presentation of values in financial statements, especially in the context of leasing and rental under IFRS16.
The article examines these changes, showing how this standard modifies the balance sheet, profit, and loss statement and cash flow statement, highlighting key differences and new challenges in financial reporting.
Streamline your planning, controlling, reporting, and consolidation processes in a single system.
Eliminate errors and reduce time-consuming tasks through integration and automation.
