The Work Gym

Courses / Business systems

Workforce and resource planning

Staff projects, manage hiring and reconcile workforce reports in two practice apps.

Start lesson 1 Practice interview Take the assessmentPractice the first unit of every course. No account needed.

51lessons

294checked exercises

14projects, cases and exams

Prepares you for Resource planning and workforce analyst job tests

Projects, case studies and mock exams

Project · BeginnerA first client team

Staff a client team and prove the resulting schedule.

6 steps · 25 min Project · IntermediateRebalance a delivery team

Rebalance a team while keeping the committed work traceable.

6 steps · 25 min Project · IntermediateStaff a client launch

Turn a tentative project plan into a clean approved schedule.

6 steps · 25 min Case study · IntermediateA stalled vacancy

Unblock a vacancy and separate process readiness from sourcing performance.

6 steps · 22 min Project · AdvancedA quarterly capacity plan

Build a skills-based capacity plan and a justified hiring request.

6 steps · 25 min Case study · AdvancedA slow hiring funnel

Diagnose a funnel transition before recommending more sourcing volume.

6 steps · 22 min Project · AdvancedA workforce reporting pack

Deliver six retained, reconciled workforce tables.

6 steps · 25 min Project · ExpertA staffing options review

Compare feasible staffing options against an explicit financial objective.

6 steps · 25 min Case study · ExpertRecruiting source review

Retain the evidence behind a source and funnel recommendation.

6 steps · 22 min Case study · ExpertHire, move or delay

Connect a feasible staffing option with honest recruiting and delivery assumptions.

6 steps · 22 min Mock exam · ExpertTimed workforce analyst test

Complete twelve original operational and analytical tasks under one clock.

12 questions · 30 min

Plan work in Desk Staffing and manage applicants in Desk Hire. Use fictional people, projects, roles and recruiting records to calculate capacity, match skills, schedule confirmed and provisional work, approve requests and compare staffing scenarios. Build utilization, cost, revenue, skill-gap and hiring reports, then reconcile tables for spreadsheet and reporting workflows. Projects preserve your changes across steps. Case studies end in checked decisions. Original interview sets and a timed workforce analyst job test cover the definitions and decisions used in resource planning roles. All names, companies, rates and amounts are fictional training data. This course does not award or claim a vendor certification.

Beginner

Capacity and utilization

Calculate net supply, confirmed utilization and scheduled economics.

4 lessons

1Working capacityCalculate net supply using each person’s working pattern and leave.4 exercises · 12 minFree

2Confirmed utilizationDistinguish confirmed commitment, tentative pressure and weighted team totals.5 exercises · 12 minFree

3Billable work and ratesCalculate scheduled economics without treating internal work as client revenue.4 exercises · 12 minFree

Practice setCapacity practiceRecalculate mixed staffing measures using Cedar Operations records.Free

People, roles and matching

Read resource evidence and match every role constraint.

4 lessons

5People and proficiencyMaintain verified resource attributes without confusing proficiency with seniority.5 exercises · 12 minWith a plan

6Role requirementsDescribe the work before selecting the person.4 exercises · 12 minWith a plan

7Skills and availability matchingCheck capability and remaining time before promising a resource.4 exercises · 12 minWith a plan

Practice setMatching practiceReview resource evidence and role requirements on Cedar data.With a plan

Bookings and the schedule

Create valid commitments and reconcile weekly schedule results.

4 lessons

9Confirmed bookingsCreate commitments that satisfy role requirements and weekly capacity.4 exercises · 12 minWith a plan

10Weekly scheduleRead the weekly schedule as hours and statuses before acting on its colors.4 exercises · 12 minWith a plan

ProjectA first client teamStaff a client team and prove the resulting schedule.With a plan

Practice setBooking practiceCreate valid bookings and read weekly commitments on Cedar data.With a plan

Intermediate

Changes and rebalancing

Repair commitments after scope, leave and working-pattern changes.

4 lessons

13Rebooking without double countingChange the intended booking while preserving unrelated commitments.4 exercises · 12 minWith a plan

14Leave and part-time capacityUpdate supply accurately and inspect the effect on commitments.4 exercises · 12 minWith a plan

ProjectRebalance a delivery teamRebalance a team while keeping the committed work traceable.With a plan

Practice setRebalancing practiceProcess schedule changes and capacity corrections on Cedar data.With a plan

Tentative demand and approvals

Reserve work and review booking requests against current capacity.

4 lessons

17Provisional reservationsKeep reservations distinct until capacity and commitment are confirmed.4 exercises · 12 minWith a plan

18Booking requestsReview current constraints before approving a requested commitment.4 exercises · 12 minWith a plan

ProjectStaff a client launchTurn a tentative project plan into a clean approved schedule.With a plan

Practice setRequest practiceManage request decisions and booking status on Cedar data.With a plan

Requisitions and the pipeline

Approve vacancies, publish postings and progress candidate applications.

5 lessons

21Requisition approvalComplete the hiring approval sequence and preserve its distinct dates.4 exercises · 12 minWith a plan

22Job postingsPublish only ready vacancies and keep visibility separate from approval.4 exercises · 12 minWith a plan

23Candidate stagesProgress the right application without skipping evidence or erasing history.4 exercises · 12 minWith a plan

Case studyA stalled vacancyUnblock a vacancy and separate process readiness from sourcing performance.With a plan

Practice setRecruiting practiceProcess Cedar vacancies and applications with valid prerequisites.With a plan

Advanced

Scenarios and headcount forecasts

Compare isolated staffing options and quantify qualified hiring demand.

5 lessons

26What-if scenariosTest alternative assignments while preserving the baseline schedule.4 exercises · 12 minWith a plan

27Capacity and demand forecastsCompare the right demand basis with confirmed supply.4 exercises · 12 minWith a plan

28Headcount needsTurn a skills-specific weekly shortage into a justified whole-person request.4 exercises · 12 minWith a plan

ProjectA quarterly capacity planBuild a skills-based capacity plan and a justified hiring request.With a plan

Practice setScenario practiceCompare capacity options and quantify hiring needs on Cedar data.With a plan

Interviews and offers

Record structured evidence and complete accepted-hire workflows.

4 lessons

31Interview scorecardsRecord complete criteria and a defensible interview recommendation.4 exercises · 12 minWith a plan

32Offers and accepted hiresComplete offer decisions and verify candidate and vacancy outcomes.4 exercises · 12 minWith a plan

Case studyA slow hiring funnelDiagnose a funnel transition before recommending more sourcing volume.With a plan

Practice setSelection practiceComplete structured selection tasks on Cedar recruiting records.With a plan

Reports and export joins

Deliver retained workforce tables with consistent grains and filters.

4 lessons

35Staffing report definitionsBuild tables whose filters and calculations match the business question.4 exercises · 12 minWith a plan

36Exports and reporting grainJoin exports without dropping people or multiplying capacity.4 exercises · 12 minWith a plan

ProjectA workforce reporting packDeliver six retained, reconciled workforce tables.With a plan

Practice setReporting practiceBuild and reconcile Cedar staffing and recruiting tables.With a plan

Expert

Skills strategy and staffing decisions

Compare qualified supply and feasible staffing options against stated objectives.

4 lessons

39Skills gaps and bench decisionsSeparate general bench from the qualified capacity a role needs.4 exercises · 12 minWith a plan

ProjectA staffing options reviewCompare feasible staffing options against an explicit financial objective.With a plan

Interview setEasyPractice original entry-level resourcing interview questions.With a plan

Practice setStrategy practiceCombine skills evidence, schedule options and financial reasoning on Cedar data.With a plan

Recruiting metric integrity

Reconcile hiring clocks, stage-history conversions and recorded sources.

5 lessons

43Hiring clocksChoose the starting event that matches the recruiting question.4 exercises · 12 minWith a plan

44Recruiting metric integrityBuild rates from consistent cohorts and recorded stage transitions.4 exercises · 12 minWith a plan

Case studyRecruiting source reviewRetain the evidence behind a source and funnel recommendation.With a plan

Interview setWorkforce interview: applied analysisExplain and apply the definitions behind workforce planning metrics.With a plan

Practice setRecruiting metrics practiceReconcile recruiting results against a fresh fictional workspace.With a plan

Integrated cases and job assessment

Defend workforce decisions and complete an original timed analyst test.

4 lessons

Case studyHire, move or delayConnect a feasible staffing option with honest recruiting and delivery assumptions.With a plan

Interview setHardDefend staffing, forecast and recruiting decisions using the correct evidence.With a plan

Mock examTimed workforce analyst testComplete twelve original operational and analytical tasks under one clock.With a plan

Practice setIntegrated practiceRehearse staffing, hiring and reporting on fresh fictional data.With a plan