Methods For Organization Transition and Realignment
First Claim
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.
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Accused Products
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.
19 Citations
32 Claims
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1. A method of transitioning and realigning an existing organization structure into a new organization structure, the method comprising the steps of:
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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. - View Dependent Claims (2, 3, 4, 5, 6, 7, 8)
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9. A method of transitioning and realigning an existing organization structure into a new organization structure, the method comprising the steps of:
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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. - View Dependent Claims (10, 11, 12, 13, 14, 15)
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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:
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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. - View Dependent Claims (17, 18, 19, 20, 21, 22, 23)
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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:
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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 - View Dependent Claims (25, 26, 27, 28, 29, 30, 31, 32)
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Specification