As an organization grows or contracts, issues arise as to the optimal configuration of the enterprise. When integrating new acquisitions or adding new employees it is not always obvious what the most effective way to integrate that growth within the existing managerial structure will be. A series of spreadsheets and diagrams that sketch out several alternatives are clearly not enough to ensure an optimal solution. When conducting reductions in workforce (RIF's), few alternatives are typically explored. It is often difficult to do more than simply instruct managers to "cut 7%" from their budget.

What ORG: Online OrgView delivers to senior management, is a tool that allows an infinite number of versions, structures and criteria to be analyzed, compared, rated and evaluated with self-established customized hurdles. Each iteration is easily constructed and then automatically evaluated and cataloged for comparison. Iterations are constructed on-screen through a simple point and click interface that is simultaneously simple yet powerful. Even minor manager replacements can be effectively modeled to achieve greater organizational integrity and functionality. With ORG, organizational viewing and change analysis can be conducted as often as daily for corporate issues of any size. Most importantly, senior management is fully in charge of future corporate planning instead of an expensive consulting firm unfamiliar with the true corporate culture.

Any meaningful forecasting must start from an accurate, up-to-date database. With ORG, the organization chart is updated daily through an interface with the HRIS. The chart reflects all personnel changes made during the previous 24 hours including hirings, firings, promotions, and team assignment changes;

The chart also provides access to all employee data such as salary, supervisor and job title;

Starting from an accurate organizational chart, ORG then adds functionality that enables modeling of any variety to take place. Individual employees, as well as whole sections may be terminated, moved to another manager, hidden temporarily, hired, orphaned, reclaimed or replaced by an unknown "placeholder."

These functions are easily specified through an intuitive interface;

This administrative interface is easily self-configured;

ORG also allows day-to-day structural changes to be made directly or proposed as part of a newly modeled version, including creating new job codes and titles;

And creating new pay grades. These changes may just be for modeling purposes or they may actually be approved and posted back into the HRIS.

New employees or Placeholder employees may also be created and then modeled or integrated;

The real power of ORG comes from the users ability to model any organizational change and to do so effortlessly, thus enabling many options and criteria to be explored. The models are created on screen through simple point and click interface. Notice below that in just two screens a manager, Greg Soope, has been terminated and his section given to Francis Parrish to manage;

Notice that not only is the org chart reconfigured instantly, but the budgeting totals are immediately updated as well. We may also see with great detail the actual reasons and details of Mr. Soope's termination package;

We can also use the existing HRIS database to "Flag" employees that may be the most logical candidates for a Reduction in Force or alternatively we may select employees with the most favorable characteristics for a new assignment or transfer. These criteria include hire date, performance review, location, job code, salary, etc. Once selected, a "flag" or marker will be placed on the Org Chart by the name of all individuals with that characteristic. As an example, note below that 3 individuals from Tina Squeri's group have three icons next to their name. These three are the most experienced, have the best performance histories and are closest to a new plant that will open soon. These 3 employees are then Tina's best transfer candidates.

The ease with which modeled versions can be created provides an opportunity to create a robust sensitivity analysis so that management, employees and shareholders can feel with certainty that all options have been explored and analyzed. The selected criteria for a RIF or acquisition driven reorganization are then fully validated. Such an approach inspires confidence by employees and shareholders that the new changes are indeed the optimal solution.

For each version, ORG will display in real time the differences in budgets, EEO liability and job family integrity. It will show immediate dollar differences from any "move" and it will also examine whether such a move arbitrarily affects a racial group, gender or age group disproportionately. Further, it will seek to find critical job codes or job families that are inadvertently reduced or eliminated below acceptable functional limits. These differences between versions can then be seen in chart or graph form to aid in the analysis.

ORG offers multiple reporting options to facilitate the decision process, including the ability to compare different versions by age, race, sex, budget, job code, etc. Below, we are comparing the impacts of 2 different suggested re-orgs, one for the HR department and one for the Data/IT group;

We may also just focus on the results of one version, as below;

It is also possible to compare the financial impact of any modeled org change. You may simply compare the difference between the "new" model and the old or existing version, as below. Or you may run a full report that analyzes and compares the financial impacts of all versions simultaneously so that the "best" solution may be easily identified.

Another key feature of ORG is the ability to completely remodel the organization piece-by-piece or department-by-department. Once a specific department has been optimized, it may be saved for future access. Once all departments are optimized individually, you may then "grab" each department's best version and integrate them all into one final company wide organization. In this way, each group may be treated separately for simplicity, for delegation to others or for security reasons yet fully integrated upon completion.

In this case, we will "grab " the Data/IT department's new version and add it to the whole organization in two simple steps;

Notice "grab" in the lower right hand corner above. Once we "grab" a group we can insert it in any or all of our existing versions

Once inserted back into the full org chart, the "new" Data group will look like this.

ReOrg is the single most powerful corporate strategic modeling tool available today. To understand its full capabilities and ability to dynamically shape the future of your company it must be seen in action. No other web-based tool can match ReOrg's functionality, completeness, analytic capability or ease of use. ReOrg is the standard for intelligent strategic modeling.