Methods For Organization Transition and Realignment

Abstract

Methods of transitioning and realigning an existing organization structure into a new organization structure, are provided. An exemplary method includes defining activities to support major functions of a new organization structure, developing a listing of tasks to accomplish for each of the activities and associated roles, determining a total demand on each role based on associated tasks each role is responsible for performing across associated functions, determining a number of qualified personnel having a required competency available to fulfill each of the roles, determining a skills gap in transitioning to the new organization structure, determining a number of organization members for each role having a predetermined competency level and an interest in the respective role, and determining a difference between resource requirements and the qualified resource supply available and willing to fulfill the requirements of the new organization structure to define a resource requirement gap for the new organization structure.

1 . A method of transitioning and realigning an existing organization structure into a new organization structure, the method comprising the steps of:
 defining a plurality of activities to support major functions of a new organization structure;   developing a listing of a plurality of tasks to accomplish for each of the plurality of activities and associated roles;   determining a total demand on each role based on associated tasks each role is responsible for performing across associated functions to thereby define an aggregate resource demand required by the new organization structure;   determining a number of qualified personnel having a required competency available to fulfill each one of the plurality of roles to thereby determine a qualified resource supply available to the new organization structure from resources employed by the existing organization structure; and   determining a skills gap in transitioning to the new organization structure responsive to the aggregate resource demand required by the new organization structure and the qualified resource supply available to the new organization structure from resources employed by the existing organization structure.   
     
     
         2 . A method as defined in  claim 1 , wherein the step of determining a total demand on each role comprises the step of:
 determining a sum of products of time duration to perform each associated task and an aggregate frequency of the respective task.   
     
     
         3 . A method as defined in  claim 2 , wherein the time duration of the tasks is determined using a matrix having matrix quantities separately identified for each type of role. 
     
     
         4 . A method as defined in  claim 3 , further comprising the step of providing an online role competency web page form including competency term input fields to enter an array of competency levels in terms of provable knowledge, demonstrable skills, and exhibited behavior or attitude according to the following achievement levels: learn, use or apply, guide or educate, and innovate or shape, to determine required competency for each of the plurality of roles to thereby identify qualified personnel resources. 
     
     
         5 . A method as defined in  claim 1 , further comprising the step of:
 determining a resource requirement gap for the new organization structure, the resource requirement gap defined as a difference between resource requirements and qualified resource supply.   
     
     
         6 . A method as defined in  claim 5 , wherein the step of determining a number of qualified personnel having a required competency available to fulfill each one of the plurality of roles further comprises the step of:
 identifying a number of organization members for each role having a predetermined competency level determined using a learn, use or apply, guide or educate, innovate or shape self-evaluation table to thereby determine the qualified resource supply.   
     
     
         7 . A method as defined in  claim 5 , wherein the step of determining a number of qualified personnel having a required competency available to fulfill each one of the plurality of roles further comprises the step of:
 identifying a number of organization members for each role having a predetermined competency level and indicating an interest in the respective role to thereby determine the qualified resource supply.   
     
     
         8 . A method as defined in  claim 7 , wherein the step of identifying a number of organization members for each role includes the step of identifying resource commitments for each respective organization member. 
     
     
         9 . A method of transitioning and realigning an existing organization structure into a new organization structure, the method comprising the steps of:
 determining a need to realign an existing organization structure to a new organization structure;   developing an organization transition plan to realign the existing organization structure to the new organization structure;   defining a plurality of major functions of the new organization structure;   identifying a plurality of activities for each of the plurality of major functions of the new organization structure;   developing a listing of a plurality of tasks to accomplish for each respective one of the plurality of activities and associated roles;   estimating time durations for each of a plurality of task-role combinations;   identifying an estimated frequency and complexity of the each of the plurality of activities to thereby determine resource demand required by the new organization structure;   defining competency for each of the plurality of roles;   determining a number of qualified personnel presently employed by the existing organization structure having a required competency available to fulfill each one of the plurality of roles to thereby determine a qualified resource supply available to the new organization structure from resources employed by the existing organization structure; and   determining a skills gap in transitioning from the existing organization structure to the new organization structure, the skills gap defined as a difference between aggregate resource demand required by the new organization structure and the qualified resource supply available to the new organization structure from resources employed by the existing organization structure.   
     
     
         10 . A method is defined in  claim 9 , further comprising the step of developing an individual transition plan for each process development team member responsive to availability of the respective process development team member beyond current assignments to support a respective personal development plan to thereby close the determined skill gap. 
     
     
         11 . A method is defined in  claim 9 , further comprising the step of:
 providing an on-line web site including a plurality of web pages positioned to capture and make available data developed by a plurality of selected organization members defining a plurality of process development team members, the data comprising role analysis and competency analysis data directed to the new organization structure.   
     
     
         12 . A method is defined in  claim 11 , further comprising the step of providing role analysis and competency analysis update e-mail notification to accelerate online review of newly posted data and to ensure appropriate parties are notified of the newly posted data. 
     
     
         13 . A method is defined in  claim 11 , further comprising the steps of:
 making available final versions of role analysis and the competency analysis to a plurality of interested organization members to provide comments about the final versions of role analysis and the competency analysis to thereby enhance organization member involvement and promote organization member ownership; and   providing authorization profiles to ensure only a plurality of preselected process development representatives enter the final versions of role analysis and the competency analysis to thereby enhance standardization.   
     
     
         14 . A method is defined in  claim 9 , further comprising the step of providing an online master projects inventory including a list of active and backlogged projects and initiatives, the online master projects inventory including fields indicating associated planned deliverables for each of the projects and initiatives and identification of accountable organization members for each of a plurality of associated tasks to thereby enhance management and revisions during execution thereof 
     
     
         15 . A method is defined in  claim 14 , further comprising the step of limiting additions to the master projects inventory of new projects and initiatives by requiring as a prerequisite submission and approval of an online change request form. 
     
     
         16 . A method of transitioning and realigning an existing organization structure of an entity undergoing organizational realignment into a new organization structure, the method comprising the steps of:
 determining a qualified supply of resources available to each separate role of a plurality of roles according to the new organization structure responsive to a role competency evaluation of each of a plurality of organization members to define a qualified resource supply available to each role to satisfy the new organization structure from resources employed by the existing organization structure;   estimating a number of work-units required for each role of the plurality of roles to perform tasks the respective role is responsible for performing across associated functions according to the new organization structure;   determining an average number of assignable work-units per unit of time for each of the plurality of roles;   determining a demand estimate for each role of the plurality of roles responsive to the estimated number of work-units required of each respective role to perform the tasks the respective role is responsible for performing across associated functions and responsive to the determined average number of assignable work-units per unit of time for the respective role to determine an estimated number of units of time required for each respective role to perform the tasks the respective role is responsible for performing across associated functions to thereby determine an aggregate resource demand estimate, the aggregate resource demand estimate defining an aggregate number of resources required for the respective role to perform the tasks the respective role is responsible for performing across associated functions; and   calculating a skills gap in transitioning the existing organization structure to the new organization structure responsive to role identification data, qualified supply data, and aggregate resource demand estimate data, the skills gap defined as a difference between the aggregate resource demand required by the new organization structure and qualified resource supply available to the new organization structure from resources employed by the existing organization structure.   
     
     
         17 . A method as defined in  claim 16 ,
 wherein the role competency evaluation is a role competency self-evaluation performed by each of the plurality of organization members; and   wherein the step of determining a qualified supply of resources includes the step of determining a number of qualified personnel having a required competency available to fulfill each respective role for the plurality of roles.   
     
     
         18 . A method as defined in  claim 16 , further comprising the steps of:
 displaying a demand estimate report form indicating a number of resources required per unit of time for each of the plurality of roles to perform assigned tasks within activities of each of a plurality of organization functions to satisfy the new organization structure for the entity undergoing the organizational realignment;   displaying a qualified resources report form indicating the qualified supply of resources to satisfy the new organization structure for the entity undergoing the organizational realignment; and   displaying skills gap analysis results data to thereby enhance organization transition planning   
     
     
         19 . A method as defined in  claim 16 , further comprising the steps of:
 displaying an online activity analysis suggestion template form having a plurality of activity analysis attribute input fields;   receiving user input data indicating activity analysis attributes; and   assembling activity analysis suggestion data separately for each of a plurality of activities supporting a plurality of organization functions of the new organization structure for the entity undergoing organizational realignment.   
     
     
         20 . A method as defined in  claim 16 , further comprising the steps of:
 providing data to display an online task template form having a task input field; and   receiving user input data indicating a task description to thereby assemble a task list separately for each selected one of a plurality of activities under a plurality of organization functions of the new organization structure.   
     
     
         21 . A method as defined in  claim 16 , further comprising the steps of:
 displaying an online role responsibility level template form having a role responsibility level input field;   receiving user input data indicating a role interaction required to complete each task defining a role responsibility level;   separately assigning at least one role to each task on the task list for each selected one of a plurality of activities supporting a plurality of organization functions of the new organization; and   assigning a role responsibility level to each role task combination needed to complete the respective task.   
     
     
         22 . A method as defined in  claim 16 , further comprising the steps of:
 displaying an online role competency suggestion template form having a plurality of role competency attribute input fields;   receiving user input data indicating role competency attributes to thereby assemble role competency suggestion data; and   developing an online role competency self-evaluation form separately for each selected one of a plurality of roles responsive to the competency suggestion data.   
     
     
         23 . A method as defined in  claim 16 , further comprising the steps of:
 displaying an online role competency template form having a plurality of role competency input fields;   receiving user input data indicating role competency attributes received through the online role competency suggestion template form to thereby assemble finalized role competency data; and   forming an online role competency self-evaluation form separately for each selected one of the plurality of roles associated with the plurality of activities supporting each respective one of a plurality of organization functions responsive to the finalized role competency data.   
     
     
         24 . A method of transitioning and realigning an existing organization structure of an entity undergoing organizational realignment into a new organization structure, the method comprising the steps of:
 receiving a plurality of activities to support major functions of a new organization structure responsive to user input;   receiving a listing of a plurality of tasks to accomplish for each of the plurality of activities and associated roles responsive to user input;   calculating a sum of products of a time duration to perform each associated task and an aggregate frequency of the respective task to determine a total demand on each respective role based on associated tasks the respective role is responsible for performing across associated functions defining an aggregate resource demand;   determining a number of qualified personnel having a required competency level and availability to fulfill the respective role to thereby determine a qualified resource supply; and   determining a skills gap in transitioning from the existing organization structure to the new organization structure responsive to role identification, the aggregate resource demand, and the qualified resource supply to thereby enhance organization transition planning   
     
     
         25 . A method as defined in  claim 24 ,
 wherein steps for determining the qualified resource supply further comprise providing a resource allocation input web page form having a plurality of resource commitment input fields to identify current projects and obligations for each of the plurality of organization members to thereby receive a description of availability of each of the plurality of organization members to determine and allocate required resources; and   wherein the method further comprises providing a qualified resource supply template to thereby display an available qualified supply of personnel for each respective one of the plurality of roles.   
     
     
         26 . A method as defined in  claim 24 , wherein steps for determining the qualified resource supply further comprise:
 providing an online master resource allocation table for each of a plurality of organization members to thereby summarize organization member availability, the master resource allocation table including current assignment planned completion dates and projected absences; and   providing an online assignable man-hour determination form including a table having a plurality of roles identified as organization realignment participants related to a plurality of activities to thereby determine an average number of assignable hours per unit of time for each of the plurality of organization realignment participants.   
     
     
         27 . A method as defined in  claim 24 ,
 wherein steps for determining the aggregate resource demand further comprise:
 providing a demand estimate template to thereby display demand for each one of the plurality of roles within each one of the plurality of functions, and 
 determining aggregate demand for each of the plurality of roles; and 
   wherein the method further comprises providing a demand aggregation web page form to display the aggregate demand for each one of the plurality of roles to thereby enhance resource development management.   
     
     
         28 . A method as defined in  claim 24 , wherein steps for determining the aggregate resource demand further comprise:
 determining the time duration of the tasks using a table or matrix having quantities separately identified for each type of role; and   for each separate one of the plurality of roles, executing the following calculation to determine a number of human resources required to satisfy demand for the respective role: R=(H/T)/D, wherein R is the total number of human resources required, H is the total number of hours time duration required by the respective role to perform each assigned task, T is the total average assignable hours per unit of time, and D is a preselected unit of time for which the assigned tasks are to be performed.   
     
     
         29 . A method as defined in  claim 24 , further comprising the step of:
 compiling a demand estimate for each of the plurality of roles to provide a demand estimate report form indicating a number of resources required per unit of time for each of the plurality of roles to perform assigned tasks within activities of each of the plurality of functions; and   wherein the demand estimate for each of the plurality of roles is performed responsive to an estimated number of hours required of the respective role to perform assigned tasks within activities of the plurality of functions and responsive to a determined average number of assignable hours per unit of time for the respective role to determine an estimated number of units of time required for the respective role to perform assigned tasks to thereby determine a number of resources required for the respective role to perform the assigned tasks.   
     
     
         30 . A method as defined in  claim 24 , further comprising the step of:
 determining a resource requirement gap for the new organization structure, the resource requirement gap defined as a difference between resource requirements and qualified resource supply, the qualified resource supply determination including the steps of:
 determining a number of organization members for each role having predetermined competency level data extracted from a self-evaluation table indicating competency level categories of learn, use or apply, guide or educate, innovate or shape, and 
 determining a number of organization members for each role having a predetermined competency level and indicating an interest in the respective role. 
   
     
     
         31 . A method as defined in  claim 30 , further comprising the step of:
 forming individual transition plans for each of a plurality of organization members responsive to determined organization resource requirements determined from qualified resource supply data from the competency self-evaluation and resource availability data from a resource availability evaluation, each individual transition plan mapping each one of the plurality of organization members to a selected role or roles.   
     
     
         32 . A method as defined in  claim 24 , further comprising the steps of:
 providing a project initiation request form to facilitate assignment of accountabilities;   providing a project change request form including entry fields to request modification of a standard activity to provide for tracking and requiring explanation of revisions to project plans and timelines; and   providing a master projects inventory web page to indicate planned deliverables and identify accountable personnel for each task.