Traditional workforce planning treats staff as interchangeable units. Bands, rotas, vacancy rates. It misses why people leave, what drives burnout, and where interventions actually work.
Workforce Decision Intelligence is Consumer Needs Segmentation applied to your workforce. We segment your staff by needs, behaviours, and motivations. Then we help you design interventions that stick.
Proven at
Every WDI deployment produces these four tangible outputs. They form the basis for the People Plan, the Finance case, and the board conversation that follows.
Your workforce grouped by needs, behaviours, and motivations rather than by band or role. Each segment sized, profiled, and linked to the operational signals that tell you why it behaves the way it does.
The drivers that sit beneath your attrition, agency dependency, and wellbeing scores. Specific to the segments they affect, with the shift patterns, line-management relationships, and service pressures that produce them.
A quantified view of the recurrent savings your workforce interventions can produce, segment by segment. Defensible enough to take to the board. Built around your actual cost base, not industry averages.
Your leadership team and analysts trained to use the evidence base in everyday decisions. The goal is that you run the conversations with staff, with the data, without needing us in the room.
Behavioural Segmentation
We segment your workforce by needs, behaviours, and motivations, not just roles, bands, and functions. Using existing operational data and staff surveys to uncover patterns no spreadsheet can reveal.
Integrated Intelligence
WDI aligns clinical, performance, workforce, and finance data into a single evidence base. No more siloed planning. One version of the truth connecting people strategy to patient outcomes.
Precise Interventions
Instead of abstract retention programmes, WDI identifies exactly where to intervene: which segments, which divisions, which shift patterns for maximum impact on wellbeing and productivity.
Capability, Not Dependency
We build your team's ability to use data for everyday decisions. The platform is designed to make your organisation self-reliant, not reliant on consultants.
SIA (Strasys Intelligence Agent) is coming to Workforce Decision Intelligence. The same conversational AI that powers MIA in the Maternity Index where it's already live, will extend to workforce analytics. Ask questions like "Why is turnover rising in Band 5 nurses?" and get AI-generated explanations grounded in your trust's actual data.
Ask questions in natural language
Understand why metrics are moving
Get suggested interventions
Compare against peer trusts
Already live as MIA in the Strasys Maternity Index
"I don't know any CFO who wouldn't be interested in this work, which has a potential 9% recurrent savings. An unbelievable return on investment. It's a no-brainer."
James Dawson
Deputy Director of People, UHLG
"This is the first time in my 20+ years at the Trust that we are really getting to understand our staff. This is so much more effective than the typical soulless top-down management by numbers."
Staff Member
University Hospitals of Liverpool Group
"We are empowering colleagues with interconnected insights to grasp the changing workforce dynamics and plan more precise interventions, ensuring happier staff, better patient care, and an adaptable and ready-for-the-future healthcare system."
"Through WDI, we've been able to align our People Plan not just with organisational objectives but also with what matters most to our workforce. The impact is already showing."
Melissa Swindell
Chief People Officer, Alder Hey Children's NHS FT
CEO Voice
"We work in very diverse and deprived communities, from which many staff come from. The NHS is not great at using its data to drive better insights and actions. Together with Strasys, we are working to build this capability within the system while delivering value to our patients and staff. This is the radical thinking and approach we need to improve care and build thriving communities."
James Sumner
CEO, University Hospitals of Liverpool Group
Excerpts from the Strasys Thinking Differently webinar series, plus a short demo of the analytics. Senior NHS leaders speaking in their own words about how behavioural workforce segmentation has changed their approach.
09:30
Making people planning core to the board agenda in delivering improved productivity in the NHS.
09:34
True healthcare integration in the NHS enabled by WDI through connecting the staff stories.
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A short look into the Workforce Decision Intelligence analytics and the kinds of insight it surfaces.
How University Hospitals of Liverpool transformed strategic workforce planning, identified millions in savings, and created better engagement.
How unique workforce data and insights improved retention, productivity, and staff wellbeing.
Independent recognition for the WDI workforce segmentation work at Alder Hey Children's NHS Foundation Trust.
Build a People Plan grounded in evidence, aligning workforce strategy with what staff actually need, not what you assume they need.
Identify the 9% recurrent savings hiding in workforce friction: agency dependency, shift-pattern waste, and retention failure.
Connect workforce data to service delivery, understanding how staffing patterns drive clinical outcomes and patient experience.
Plan workforce at system level, understanding how staff move between providers and where collaborative interventions create shared value.
| Tool category | What it answers | WDI also helps you answer | Segments workforce by motivation? |
|---|---|---|---|
E-rostering and scheduling platforms |
How do we fill the shifts we need? | Why the shifts are hard to fill in the first place. | No |
ESR and headcount analytics |
How many staff do we have, at what cost, at what vacancy rate? | Which staff groups are driving the numbers, and why. | No |
Staff surveys and engagement pulses |
What do staff say about their experience, in aggregate? | What to do about it, for which segment, at which point of intervention. | Partial |
Internal BI and analytics teams |
Any workforce question leadership asks on demand. | The cross-domain pattern. Each query is run against one data source at a time. | No |
Job planning and OD initiatives |
Am I deploying the capacity I have efficiently? | Whether the deployment matches what staff actually need or want. | No |
Workforce Decision Intelligence Strasys |
Why does this workforce behave the way it does, and which interventions will move it? | All of the above, across your existing tools. | Yes |
WDI is the triangulation layer. It connects the data your existing systems already produce, across rostering, ESR, surveys, and job plans, into a single evidence base your board can act on.
Consumer Needs Segmentation reveals what your patients need. Workforce Decision Intelligence reveals what your staff need. Together they form the evidence base for the Six Business Models that redesign how care is delivered.
Your patient population segmented by needs, behaviours, acuity, and value. The demand side of the evidence base.
Read moreYour staff population segmented by needs, behaviours, and motivations. The supply side of the evidence base.
Patient demand and workforce supply reconciled into a coherent operating architecture across six distinct business models.
Read moreThe Strasys Decision Intelligence Platform
WDI is a segmentation and analytics platform that uses AI and simulation methods to understand NHS workforce needs, behaviours, and motivations. Unlike traditional planning based on headcount and vacancy rates, WDI maps the human stories behind the data. Enabling precise interventions for retention, productivity, and wellbeing.
E-rostering systems manage shifts. WDI manages the decisions behind shifts: why staff leave, what drives burnout, where interventions work, and how to connect people strategy to patient outcomes. It integrates clinical, performance, workforce, and finance data into a single evidence base that traditional rostering tools never touch.
At University Hospitals of Liverpool Group, WDI identified a potential 9% recurrent savings, described by the Deputy Director of People as "an unbelievable return on investment." The work was shortlisted for the HSJ Partnership Award for innovation in workforce planning. At Alder Hey Children's NHS Foundation Trust, WDI improved retention, productivity, and staff wellbeing through unique workforce insights.
SIA (Strasys Intelligence Agent) for Workforce is an upcoming conversational AI agent that will let leaders ask natural language questions about their workforce data and receive AI-generated explanations, peer comparisons, and suggested interventions. SIA is already live in maternity as MIA (Maternity Intelligence Agent) and will extend to workforce analytics.
No. WDI works with your operational and workforce data: payroll, establishment, staff surveys, performance metrics. All data is processed within sovereign UK data environments, IG Toolkit compliant, and aligned to DCB0129/0160 clinical safety standards.
Yes. At University Hospitals of Liverpool Group, WDI identified a potential 9% recurrent savings by revealing the root causes of agency dependency: workforce segments with unmet needs, shift patterns driving attrition, and divisions where targeted interventions would have the greatest impact on retention and productivity. The Deputy Director of People described it as an unbelievable return on investment.
A short conversation can show you what your existing workforce data reveals when it is looked at through a behavioural lens. The evidence is already in your systems. The insight isn't.
