U.S. patent application number 14/814171 was filed with the patent office on 2016-02-04 for computer readable medium and program product for facilitating organization transition and realignment.
The applicant listed for this patent is Saudi Arabian Oil Company. Invention is credited to George Harthcryde, Mubarak A. Hoty, Rowan Teh.
Application Number | 20160034842 14/814171 |
Document ID | / |
Family ID | 38092750 |
Filed Date | 2016-02-04 |
United States Patent
Application |
20160034842 |
Kind Code |
A1 |
Harthcryde; George ; et
al. |
February 4, 2016 |
COMPUTER READABLE MEDIUM AND PROGRAM PRODUCT FOR FACILITATING
ORGANIZATION TRANSITION AND REALIGNMENT
Abstract
Computer readable medium and program product for transitioning
and realigning an existing organization structure into a new
organization structure, are provided. An exemplary computer
readable medium includes instructions that when executed by a
computer, cause the computer to perform operations including
receiving activities to support major functions of a new
organization structure, receiving 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, and determining a
resource requirements gap for the new organization structure.
Inventors: |
Harthcryde; George;
(Addison, TX) ; Teh; Rowan; (Frisco, TX) ;
Hoty; Mubarak A.; (Dammam, SA) |
|
Applicant: |
Name |
City |
State |
Country |
Type |
Saudi Arabian Oil Company |
Dhahran |
|
SA |
|
|
Family ID: |
38092750 |
Appl. No.: |
14/814171 |
Filed: |
July 30, 2015 |
Related U.S. Patent Documents
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Application
Number |
Filing Date |
Patent Number |
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13304168 |
Nov 23, 2011 |
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14814171 |
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11605915 |
Nov 29, 2006 |
8073724 |
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13304168 |
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60741683 |
Dec 2, 2005 |
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Current U.S.
Class: |
705/7.14 |
Current CPC
Class: |
G06Q 10/067 20130101;
G06Q 10/0637 20130101; G06Q 10/00 20130101; G06Q 10/06 20130101;
G06Q 10/10 20130101; G06Q 10/063112 20130101; G06Q 10/06311
20130101; G06Q 10/06398 20130101; G06Q 10/063118 20130101 |
International
Class: |
G06Q 10/06 20060101
G06Q010/06 |
Claims
1. A server comprising one or more processors and tangible
computer-readable medium, the server being adapted to communicate
with one or more remote process development team (PDT) member
displays and one or more remote PDT representative displays, the
tangible computer readable medium having stored thereon a set of
instructions that when executed by the one or more processors cause
the one or more processors to perform a plurality of functional
operations to build a tiered business operation informational
structure for a different business organization and simulate a
business organizational realignment with one or more visual maps of
one or more resources of the different business organization to one
or more roles in the tiered business operation informational
structure of the different business organization, each of the
plurality of functional operations defining a respective module,
and the plurality of modules including: a functions former module
configured to send to the one or more remote PDT member displays
function form data representing a functions and activities template
form having a plurality of input fields for a PDT member to input
function data indicating one or more functions of the different
business organization and activity data indicating one or more
activities of the one or more functions, the one or more functions
defining a first tier of the tiered business operation
informational structure and the one or more activities defining a
second tier of the tiered business operation informational
structure, the one or more activities supporting the one or more
functions; a task former module responsive to selection of the one
or more activities and configured to send to the one or more remote
PDT member displays task form data representing an online task
entry template form having a plurality of input fields for a PDT
member to input task data indicating one or more tasks of the one
or more activities and a task description for each of the one or
more tasks, the one or more tasks defining a third tier of the
tiered business operation informational structure and associated
with the one or more activities defining the second tier of the
tiered business operation informational structure; a role task
former module responsive to selection of the one or more tasks and
configured to send to the one or more remote PDT member displays
role form data representing an online role responsibility template
form having a plurality of input fields for a PDT member to input
role data indicating the one or more roles of the different
business organization, a role description for the one or more
roles, and a role responsibility for the one or more roles, the one
or more roles defining a fourth tier of the tiered business
operation informational structure and associated with the one or
more tasks defining the third tier of the tiered business operation
informational structure; a demand estimate determiner module
configured to determine a resource requirement indicative of a
number of resources required by the tiered business operation
informational structure, the tiered business operation
informational structure defined by the one or more roles performing
one or more tasks, the one or more tasks being associated with one
or more activities, and the one or more activities supporting one
or more functions; and a mapping simulation module responsive to
the demand estimate determiner module and configured to simulate
the business organizational realignment with one or more visual
maps on the one or more remote PDT representative displays, the one
or more visual maps including visual maps of the one or more
resources to the one or more roles in the tiered business operation
informational structure, thereby to provide a visual tiered map of
a simulated tiered business operation informational structure.
2. The server of claim 1, wherein the demand estimate determiner
module includes a set of instructions to determine the resource
requirement and includes the steps of: summing a number of hours
required for each of the one or more roles to perform the one or
more tasks to determine a total number of hours required by each of
the one or more roles; dividing the total number of hours required
for each of the one or more roles by a determined average number of
assignable hours per day to determine an estimated number of days
required for each of the one or more roles; compiling the estimated
number of days required for each of the one or more roles to
determine an aggregate demand in terms of resources required per
day to perform the one or more tasks; calculating a qualified
supply of resources, responsive to evaluating each of the one or
more resources for competency to fulfill the one or more roles;
subtracting the qualified supply of resources from the aggregate
demand to determine a skills gap; and determining the number of
resources required to match the qualified supply of resources to
the aggregate demand and thereby eliminate the skills gap, the
number of resources required by the different business organization
defining the resource requirement.
3. The server of claim 2, wherein the plurality of modules further
includes an activity analysis suggestion former module responsive
to the functions former module and selection of the one or more
functions and configured to send to the one or more remote PDT
member displays activity form data representing an online activity
analysis suggestion template form for the one or more activities
supporting the one or more functions, the online activity analysis
suggestion template form having a plurality of input fields for a
PDT member to input activity description data indicating an
activity description for an activity, a first activity process task
that begins the activity, and a last activity process task that
ends the activity.
4. The server of claim 2, wherein the plurality of modules further
includes a role competency suggestion former module responsive to
the role task former module and selection of the one or more roles
and configured to send to the one or more remote PDT member
displays competency form data representing an online role
competency suggestion template form for the one or more roles, the
online role competency suggestion template form having a plurality
of input fields for a PDT member to input role competency data
indicating a competency level and an interest level for the one or
more roles.
5. The server of claim 2, wherein the plurality of modules further
includes a project manager module responsive to initiation of a
project and configured to receive requests for modification of the
tiered business operation informational structure, to track
revisions to a project plan that result from modifications, and to
require an explanation before allowing a modification belonging to
a predetermined class of modifications.
6. The server of claim 2, wherein the plurality of modules further
includes a task and role entry alert manager module responsive to
the task former module and the role task former module and
configured to send a notification to a PDT representative if the
PDT representative is affected by a task description for the one or
more tasks or a role description for the one or more roles, the
task and role entry alert manager module further configured to send
comment data representing an online comment form to the one or more
PDT representative displays, the online comment form having a
plurality of input fields for the PDT representative to input
comment data indicating comments on the task description or the
role description.
7. The server of claim 2, wherein the plurality of modules further
includes an authorization profile manager module responsive to a
user authorization profile and configured to limit access to at
least one module selected from the group consisting of the
functions former module, the task former module, the role task
former module, the demand estimate determiner module, and the
mapping simulation module.
8. The server of claim 2, wherein the plurality of modules further
includes an individual development plan module responsive to the
mapping simulation module and configured to provide a history
record representing the one or more roles to which the one or more
resources have been mapped and an interest record representing the
one or more roles in which the one or more resources indicates an
interest, the history record and the interest record defining an
individual development plan for each of the one or more
resources.
9. A server comprising one or more processors and tangible
computer-readable medium, the server being adapted to communicate
with one or more remote process development team (PDT) member
displays and one or more remote PDT representative displays, the
tangible computer readable medium having stored thereon a set of
instructions that when executed by the one or more processors cause
the one or more processors to perform a plurality of functional
operations to build a tiered business operation informational
structure for a different business organization, each of the
plurality of functional operations defining a respective module,
and the plurality of modules including: a functions former module
configured to send to the one or more remote PDT member displays
function form data representing a functions and activities template
form having a plurality of input fields for a PDT member to input
function data indicating one or more functions of the different
business organization and activity data indicating one or more
activities of the one or more functions, the one or more functions
defining a first tier of the tiered business operation
informational structure and the one or more activities defining a
second tier of the tiered business operation informational
structure, the one or more activities supporting the one or more
functions; a task former module responsive to selection of the one
or more activities and configured to send to the one or more remote
PDT member displays task form data representing an online task
entry template form having a plurality of input fields for a PDT
member to input task data indicating one or more tasks of the one
or more activities and a task description for each of the one or
more tasks, the one or more tasks defining a third tier of the
tiered business operation informational structure and associated
with the one or more activities defining the second tier of the
tiered business operation informational structure; a role task
former module responsive to selection of the one or more tasks and
configured to send to the one or more remote PDT member displays
role form data representing an online role responsibility template
form having a plurality of input fields for a PDT member to input
role data indicating the one or more roles of the different
business organization, a role description for the one or more
roles, and a role responsibility for the one or more roles, the one
or more roles defining a fourth tier of the tiered business
operation informational structure and associated with the one or
more tasks defining the third tier of the tiered business operation
informational structure; and a demand estimate determiner module
configured to determine a resource requirement indicative of a
number of resources required by the tiered business operation
informational structure, the tiered business operation
informational structure defined by the one or more roles performing
one or more tasks, the one or more tasks being associated with one
or more activities, and the one or more activities supporting one
or more functions.
10. The server of claim 9, wherein the demand estimate determiner
module includes a set of instructions to determine the resource
requirement and includes the steps of: summing a number of hours
required for each of the one or more roles to perform the one or
more tasks to determine a total number of hours required by each of
the one or more roles; dividing the total number of hours required
for each of the one or more roles by a determined average number of
assignable hours per day to determine an estimated number of days
required for each of the one or more roles; compiling the estimated
number of days required for each of the one or more roles to
determine an aggregate demand in terms of resources required per
day to perform the one or more tasks; calculating a qualified
supply of resources, responsive to evaluating each of the one or
more resources for competency to fulfill the one or more roles;
subtracting the qualified supply of resources from the aggregate
demand to determine a skills gap; and determining the number of
resources required to match the qualified supply of resources to
the aggregate demand and thereby eliminate the skills gap, the
number of resources required by the different business organization
defining the resource requirement.
11. The server of claim 10, wherein the plurality of modules
further includes an activity analysis suggestion former module
responsive to the functions former module and selection of the one
or more functions and configured to send to the one or more remote
PDT member displays activity form data representing an online
activity analysis suggestion template form for the one or more
activities supporting the one or more functions, the online
activity analysis suggestion template form having a plurality of
input fields for a PDT member to input activity description data
indicating an activity description for an activity, a first
activity process task that begins the activity, and a last activity
process task that ends the activity.
12. The server of claim 10, wherein the plurality of modules
further includes a role competency suggestion former module
responsive to the role task former module and selection of the one
or more roles and configured to send to the one or more remote PDT
member displays competency form data representing an online role
competency suggestion template form for the one or more roles, the
online role competency suggestion template form having a plurality
of input fields for a PDT member to input role competency data
indicating a competency level and an interest level for the one or
more roles.
13. The server of claim 10, wherein the plurality of modules
further includes a project manager module responsive to initiation
of a project and configured to receive requests for modification of
the tiered business operation informational structure, to track
revisions to a project plan that result from modifications, and to
require an explanation before allowing a modification belonging to
a predetermined class of modifications.
14. The server of claim 10, wherein the plurality of modules
further includes a task and role entry alert manager module
responsive to the task former module and the role task former
module and configured to send a notification to a PDT
representative if the PDT representative is affected by a task
description for the one or more tasks or a role description for the
one or more roles, the task and role entry alert manager module
further configured to send comment data representing an online
comment form to the one or more PDT representative displays, the
online comment form having a plurality of input fields for the PDT
representative to input comment data indicating comments on the
task description or the role description.
15. The server of claim 10, wherein the plurality of modules
further includes an authorization profile manager module responsive
to a user authorization profile and configured to limit access to
at least one module selected from the group consisting of the
functions former module, the task former module, the role task
former module, and the demand estimate determiner module.
16. A server comprising one or more processors and tangible
computer-readable medium, the server being adapted to communicate
with one or more remote process development team (PDT) member
displays and one or more remote PDT representative displays, the
tangible computer readable medium having stored thereon a set of
instructions that when executed by the one or more processors cause
the one or more processors to perform a plurality of functional
operations to simulate a business organizational realignment with
one or more visual maps of one or more resources of the different
business organization to one or more roles in the tiered business
operation informational structure of the different business
organization, each of the plurality of functional operations
defining a respective module, and the plurality of modules
including: a mapping simulation module responsive to a demand
estimate determiner module and configured to simulate the business
organizational realignment with one or more visual maps on the one
or more remote PDT representative displays, the one or more visual
maps including visual maps of the one or more resources to the one
or more roles in the tiered business operation informational
structure, thereby to provide a visual tiered map of a simulated
tiered business operation informational structure.
17. The server of claim 16, wherein the demand estimate determiner
module includes a set of instructions to determine a resource
requirement and includes the steps of: summing a number of hours
required for each of the one or more roles to perform one or more
tasks to determine a total number of hours required by each of the
one or more roles; dividing the total number of hours required for
each of the one or more roles by a determined average number of
assignable hours per day to determine an estimated number of days
required for each of the one or more roles; compiling the estimated
number of days required for each of the one or more roles to
determine an aggregate demand in terms of resources required per
day to perform the one or more tasks; calculating a qualified
supply of resources, responsive to evaluating each of the one or
more resources for competency to fulfill the one or more roles;
subtracting the qualified supply of resources from the aggregate
demand to determine a skills gap; and determining a number of
resources required to match the qualified supply of resources to
the aggregate demand and thereby eliminate the skills gap, the
number of resources required by the different business organization
defining the resource requirement.
18. The server of claim 17, wherein the plurality of modules
further includes a project manager module responsive to initiation
of a project and configured to receive requests for modification of
the tiered business operation informational structure, to track
revisions to a project plan that result from modifications, and to
require an explanation before allowing a modification belonging to
a predetermined class of modifications.
19. The server of claim 17, wherein the plurality of modules
further includes an authorization profile manager module responsive
to a user authorization profile and configured to limit access to
the mapping simulation module.
20. The server of claim 17, wherein the plurality of modules
further includes an individual development plan module responsive
to the mapping simulation module and configured to provide a
history record representing the one or more roles to which the one
or more resources have been mapped and an interest record
representing the one or more roles in which the one or more
resources indicates an interest, the history record and the
interest record defining an individual development plan for each of
the one or more resources.
Description
RELATED APPLICATIONS
[0001] This application is a divisional of U.S. patent application
Ser. No. 13/304,168, titled "Computer Readable Medium and Program
Product for Facilitating Organization Transition and Realignment"
filed on Nov. 23, 2011, which is a divisional of U.S. patent
application Ser. No. 11/605,915 (now U.S. Pat. No. 8,073,724),
titled "Systems, Program Product, and Methods for Organization
Realignment" filed on Nov. 29, 2006, which claims priority to and
the benefit of U.S. Provisional Patent Application No. 60/741,683,
titled "Systems, Program Product, and Methods for Organization
Realignment" filed on Dec. 2, 2005, the contents of each which are
incorporated herein by reference in its entirety.
BACKGROUND OF THE INVENTION
[0002] 1. Field of the Invention
[0003] The present invention relates generally to organizational
structure change, in particular to organizational realignment, and
more specifically to systems, program product, and computer
readable medium, and methods to realign an organization structure
of an existing organization entity.
[0004] 2. Description of the Related Art
[0005] Mergers and acquisitions, realignments, downsizings, joint
ventures, and other forms of major changes affecting an
organization structure are becoming commonplace. Major corporations
and other business entities are continuously improving and
realigning to industry trends and customer needs, and thus, require
such flexibility in today's competitive markets in order to
prosper. This realignment often requires reorganization of various
departments within the organization or even wholesale
reorganization of the entire organization structure. One such
recent impetus for change in established entities is the desire to
change individual departments from functioning as cost centers
which generally follow a mentality of cutting costs in order to
improve efficiency and which tend to stifle innovation, to that of
functioning as profit centers which improve efficiency through both
cost cutting and through increasing revenues through innovation and
through providing additional services.
[0006] During reorganization, the entity generally must still
maintain various controls and business policies and procedures to
preserve the integrity of the entity and preserve the entity's
business image and reputation. In order to realign an organization,
typically managers have needed to define the various organization
elements including functions, activities that support the
functions, tasks necessarily to accomplish the activity, roles of
the various personnel involved in accomplishing the tasks, and
their respective competencies. Changes resulting from such
reorganization can present new challenges and demands for the
entire organization from the highest levels to the lowest level
personnel. Thus, recognized by the inventors is the need for a
system and methodology of implementing such organization
realignment which can minimize the impact on the organization's
personnel.
[0007] In order to transition to the new organization structure,
adjustments must be made that can capitalize on the strengths of
the organization's personnel. Supervisors and managers, however,
often spend a substantial amount of time personally organizing,
managing, and evaluating such changes only to have little to no
support from those who must implement the changes. Most of
personnel prefer established routines, feeling secure, stable, and
familiar with their past responsibilities. Change, however,
naturally results in a certain level of uncertainty as to the
status in the organization, the role each organization member is
expected to play, and what other changes might follow. If change is
not handled well, the results can include demoralization of the
organization's personnel, an increase in turnover, a decrease in
cooperation and teamwork, and increased levels of anxiety which can
lead to an increase in stress, followed by an increase in
absenteeism, illness, and mistakes. It is human nature that
organization members that tend to resist such change will have
negative feelings. Thus, recognized by the inventor is the need for
a system and methodology of implementing such organization
realignment which can involve the organization's affected personnel
in the change process and thus, encourage ownership, by allowing
them to participate in defining the various organizational elements
of the new organization structure while still maintaining
management control of all final decisions, assignments, and
definitions. Also recognized is the need for a system and
methodology of implementing such organization realignment which
allows affected organization personnel to evaluate their respective
strengths and weaknesses against the various roles necessary to
complete various tasks supporting the organization activities and
functions of the new organization structure.
[0008] One methodology referred to as responsibility (RACI)
charting was introduced by Xerox in the 1960s to be used as a
participative tool to allow team members to better understand what
is expected, to prevent oversight, and to designate appropriate
responsibility and authority to accomplish necessary tasks. The
RACI chart or model allows for key individuals to clarify their
roles and responsibilities in relation to various functions and
activities pre-defined by responsible organization managers. The
chart allows such key individuals to assign themselves as either
responsible, accountable, consulted, or informed with respect to
the various activities. Another methodology uses a competency table
to allow for defining such key individuals according to their
competency levels, i.e., categorizes such competency levels as
either: learning, using, guiding, or innovating. A further
methodology segments competency into knowledge, skills, and
behavior. Each of these respective methodologies individually have
certain deficiencies. Thus, recognized by the inventor is the need
for systems, methods, and program product that can include and can
combine the various tools to overcome such individual deficiencies.
More specifically, recognized is the need for systems, methods, and
program product employing a methodology that can capture
information on an organization's functions and activities; that can
link together as a best practices means of linking roles, tasks and
skills; and that is integrated to provide a comprehensive model for
capturing the information necessary for realigning an organization
from the top level information on functions and activities through
the lower-level information on tasks, roles, knowledge, and
skills.
SUMMARY OF THE INVENTION
[0009] In view of the foregoing, various embodiments of the present
invention advantageously provide a new, comprehensive, and
user-friendly methodology including steps for defining organization
elements to include functions, activities, tasks, roles, and role
competencies in an organization. Various embodiments of the present
invention provide a solution for how to realign an organization
while minimizing the impact on the organization's personnel.
Advantageously, various embodiments of the present invention
include a system, program product, and methods that provide a
proven and structured methodology with supporting tools and
templates to realign an organization structure to a new management
direction. Various embodiments of the system, program product, and
methods allow for building on future functions and activities
defined by a management team and can identify the tasks, roles,
interactions, competencies, and staff levels required by the new
organization structure using the activities provided by a
management team as a starting point. Advantageously, the time
duration between milestones can be less for departments or
divisions that later follow such process as organization specific
templates would be already developed and designed. Various
embodiments of the present invention can describe data requirements
from three perspectives: demand, supply, and competence.
[0010] Advantageously, various embodiments of the present invention
provide systems, program product, and related methods to transition
and realign an organization structure to meet new business goals
and to assign individuals based on competencies and interests,
which can capture data and calculate workload requirements during
organization realignment. For example, according to an embodiment
of the present invention, a computer readable medium that is
readable by a computer assisting in the transition and realignment
of an existing organization structure into a new organization
structure is provided. The computer readable medium can include a
set of instructions that when executed by a computer that cause the
computer to perform the operations of providing a plurality of
organization analysis web pages associated with an organization
realignment web site to thereby provide a repository for data
developed by a plurality of organization members defining process
development team members to capture data used to analyze and define
functions, activities, tasks, and roles, forming a new organization
structure and to provide access to the data by organization member
participants during transition between an old organization
structure to the new organization structure to encourage learning,
promote a sense of ownership, and encourage full involvement in
realigning the organization structure. The instructions can also
include those to perform the operations of providing a plurality of
resource determination web pages associated with an organization
realignment web site to thereby determine a qualified supply of
resources available to the new organization structure. The resource
determination web pages can include at least one role competency
self-evaluation web page form used to evaluate organization members
competency in performing a plurality of roles identified to perform
associated tasks supporting at least one of a plurality of
activities under each respective one of a plurality of functions.
The instructions to also include those to perform the operation of
providing at least one requirements web page associated with an
organization realignment web site to determine a skills gap and a
resource gap between resources demanded by the new organization
structure and the qualified supply of resources.
[0011] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations of receiving a plurality of activities to support major
functions of a new organization structure, receiving a listing of a
plurality of tasks to accomplish for each of the plurality of
activities and associated roles, and 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. The operation of determining a total demand can include
determining a sum of products of time duration to perform each
associated task and an aggregate frequency of the respective task.
The time duration of the tasks can be determined using a matrix
having matrix quantities separately identified for each type of
role.
[0012] The operations can also include 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. According to an exemplary configuration, in order to
determine the required competency and to identify qualified
personnel resources, the operations can include providing an online
role competency web page form including competency term input
fields for a user 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. According to
the exemplary configuration, the operation of determining a number
of qualified personnel having a required competency available to
fulfill each one of the plurality of roles also includes
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. According to the
exemplary configuration, the operation of determining a number of
qualified personnel having a required competency available to
fulfill each one of the plurality of roles further includes
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.
This can include identifying resource commitments for each
respective organization member.
[0013] The operations, according to the exemplary embodiment, can
further include 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, and
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.
[0014] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations 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 and associated roles to
accomplish for each of the plurality of activities 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 role based on
associated tasks each 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 each one of the
plurality of roles to thereby determine a qualified resource
supply, and determining a skills gap in transitioning to the new
organization structure responsive to role identification, aggregate
resource demand, and qualified resource supply, to thereby enhance
organization transition planning.
[0015] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operation of providing to an organization member defining a process
development team member a suggested activity analysis input web
page form associated with a selected one a plurality of activities
of a selected one of a plurality of functions to separately enter a
suggested activity analysis for each selected one of the plurality
of activities to thereby assemble activity analysis suggestion data
for each of the plurality of activities under the selected one of
the plurality of functions. Advantageously, the suggested activity
analysis input web page form can have a plurality of activity
analysis attribute input fields adapted to receive user input data
indicating a description of a corresponding plurality of activity
attributes for a selected one of the plurality of activities
responsive to process development team member input. The
instructions can also include those to perform the operation of
alerting online one of a plurality of organization members
associated with the selected one of the plurality of functions
defining a process development representative of a posting of a
respective activity analysis suggestion for the selected one of the
plurality of activities responsive to activity analysis suggestion
form submission for the selected one of the plurality of
activities.
[0016] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operation of providing to an organization member defining a process
development representative a finalize activity analysis input web
page form associated with each of a selected one of a plurality of
activities of a selected one of a plurality of functions to
separately enter a finalized activity analysis for each selected
one of the plurality of activities to thereby post a finalized
activity analysis for each of the plurality of activities under the
selected one of the plurality of functions. Advantageously, the
finalize activity analysis input web page form can have a plurality
of input fields adapted to receive user input data indicating a
description of a corresponding plurality of activity attributes for
a selected one of the plurality of activities responsive to a
plurality of suggested activity analysis by each of a corresponding
plurality of organization members defining process development team
members and responsive to process development representative input.
The instructions can also include those to perform the operation of
storing each finalized activity analysis in a database accessible
to an online communication network responsive to posting each
respective finalized activity analysis to thereby allow multi-party
access to each finalized activity analysis, and those to perform
the operation of alerting online each of a preselected plurality of
organization members of the posting of each respective finalized
activity analysis responsive to the posting of each respective
finalized activity analysis to thereby solicit comment from each of
the preselected plurality of organization members.
[0017] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operation of providing to each one of a plurality of organization
members (functioning as process development team members) a
suggested task analysis input web page form associated with a
selected one of a plurality of activities of a selected one of a
plurality of functions to separately enter one or more tasks for
each selected one of the plurality of activities and to assign
roles thereto. The suggested task analysis input web page form can
have an input field providing for iterative entry of a plurality of
tasks associated with a selected activity defining a suggested task
list required to perform the selected activity and an input field
to associate at least one role thereto and responsive to process
development team member input can receive one or more tasks and
associated roles. The instructions can also include those to
perform the operation of storing each suggested task list in a
database accessible to an online communication network responsive
to posting each respective suggested task list to thereby allow
access to each suggested task entered by one of the plurality of
process development team members by the other of the plurality of
process development team members, and those to perform the
operation of alerting online the process development representative
of a posting of a suggested task list for the selected one of the
plurality of activities to thereby notify the process development
representative that a new suggested task list analysis for the
selected one of the plurality of activities has been posted.
[0018] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operation of providing to an organization member defining a process
development representative a finalized task analysis input web page
form associated with a selected one of a plurality of activities of
a selected one of a plurality of functions to separately enter a
plurality of tasks and to assign roles for each selected one of the
plurality of activities to thereby receive the finalized task list
for each of the plurality of activities under the selected one of
the plurality of functions. The finalized task analysis input web
page form can have an input field providing for entry of each task
associated with a selected one of the plurality of activities and
an input field to associate at least one role thereto responsive to
process development representative input. The instructions can also
include those to perform the operations of storing each finalized
list of tasks in a database accessible to an online communication
network responsive to posting each respective finalized list of
tasks to thereby allow multi-party access to each finalized task
list, storing each role for each associated task for the selected
activity in the database to thereby allow multi-party access to
each role, and alerting online each of a preselected plurality of
organization members of the posting of each finalized task list
responsive to the posting of each respective finalized task list to
thereby solicit comment from each of the preselected plurality of
organization members. The instructions can also include those to
perform the operations of associating one or more roles with each
of the plurality of tasks for each one of the plurality of
activities, providing a role responsibility level input web page
form having an input field providing for entry of a required
responsibility level associated with each task and role
combination, and assigning each task and role combination a
required responsibility level with the role responsibility level
indicating a role interaction required to complete each task.
[0019] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations of providing an online role competency suggestion
template form separately associated with a separate one of a
plurality of roles and having a plurality of role competency
attribute input fields adapted to receive user input data
indicating role competency attributes to thereby assemble role
competency suggestion data for each selected one of the plurality
of roles associated with the plurality of activities under each
respective one of a plurality of functions, and providing an online
role competency template form having a plurality of role competency
input fields adapted to receive user input data indicating role
competency attributes to thereby assemble finalized role competency
data to develop an online role competency self-evaluation form for
each selected one of the plurality of roles associated with the
plurality of activities under each respective one of the plurality
of functions. The instructions can also include those to perform
the operations of compiling the role competency self-evaluation
results data responsive to at least one role competency
self-evaluation, and providing an online role competency
self-evaluation results report indicating results of the
self-evaluation. Advantageously, the online role competency report
can have a plurality of role competency output fields indicating
qualification for and interest in each of the plurality of roles by
each of a plurality of organization members to thereby display a
qualified resource supply for each of the plurality of roles to
support assignment of organization members to the plurality of
roles.
[0020] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations of providing a plurality of organization analysis web
pages associated with an organization realignment web site to
capture data developed by a plurality of process development team
members. The website can be used to analyze and define functions,
activities, tasks, and roles to form a new organization structure
to thereby provide a repository of the data and to provide access
to the data by organization member participants during transition
development between an old organization structure to the new
organization structure. This can advantageously encourage learning,
promote a sense of ownership, and encourage full involvement in
realigning to the new organization structure. The operations also
include providing a plurality of resource determination web pages
associated with an organization realignment web site to determine a
qualified supply of resources available to the new organization
structure and including at least one role competency
self-evaluation web page form used to evaluate organization members
competency in performing a plurality of roles identified to perform
associated tasks supporting at least one of a plurality of
activities under each respective one of a plurality of functions,
and providing one or more requirements web pages to determine a
skills gap describing a difference between aggregate role-based
resource demand required by the new organization structure and
qualified supply of resources available to the new organization
structure from resources employed by the existing organization
structure, and a resource gap describing a difference between
personnel-based resource requirements of the new organization
structure and the qualified supply of resources available to the
new organization structure from resources employed by the existing
organization structure.
[0021] In order to fulfill such requirements, the operations can
also include associating one or more roles with each of the
plurality of tasks for each one of the plurality of activities,
providing a role responsibility level input web page form having an
input field providing for entry of a required role responsibility
level associated with each task and role combination and indicating
a role interaction required to complete each respective task, and
assigning each task and role combination a required responsibility
level. The operations can further include providing an online role
complexity and time durations web page form to enter time durations
for each of a plurality of categories of complexities for each task
and role combination. The categories of complexities for each task
and role combination can include categories representing the
following: high complexity, medium complexity, and low
complexity.
[0022] The operation of providing a plurality of organization
analysis web pages can include providing an online role competency
suggestion template form to a user to separately assemble role
competency suggestion data for each selected one of a plurality of
roles associated with a plurality of activities under each
respective one of a plurality of functions. The online role
competency suggestion template form has a plurality of role
competency attribute input fields adapted to receive user input
data indicating role competency attributes. The operations can also
include providing an online role competency template form to a user
to assemble finalized role competency data to thereby separately
develop an online role competency self-evaluation form for each
selected one of the plurality of roles associated with the
plurality of activities under each respective one of the plurality
of functions. The online role competency template form can have a
plurality of role competency input fields adapted to receive user
input data indicating role competency attributes. The input fields
of the online role competency template form provide a plurality of
elements editable to describe an array of competency levels
representing provable knowledge, demonstrable skills, and exhibited
behavior or attitude according to achievement levels representing
learn, use or apply, guide or educate, and innovate or shape,
defining competency level self-evaluations table elements for each
respective role. The required competency level is determined by
analyzing each of the plurality of roles to determine required
knowledge, skill, and behavior or attitude according to the
following achievement levels: learn, use or apply, guide or teach,
and innovate or shape.
[0023] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations 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 data describing results of a
role competency evaluation data for 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. The
operation of determining a qualified supply of resources includes
determining a number of qualified personnel having a required
competency available to fulfill each respective role for the
plurality of roles.
[0024] According to an exemplary configuration, the role competency
evaluation is a role competency self-evaluation performed by each
of the plurality of organization members utilizing a role
competency self-evaluation form provided to the user. As such, the
operations can also include providing data to display 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 generating 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. The operations can also
include providing data to display 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 generating an online role competency
self-evaluation form separately for each selected one of a
plurality of roles responsive to the competency suggestion data
responsive to the role competency suggestion data.
[0025] According to the exemplary embodiment, the operations
further include determining an estimate of 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, and determining a demand estimate
for each role of the plurality of roles responsive to data
describing 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 data describing the determined average number of
assignable work-units per unit of time for the respective role. The
demand estimate for each role is determined in order 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, which defines an aggregate
number of resources required for the respective role to perform the
tasks the respective role is responsible for performing across
associated functions. The operations also include 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.
[0026] The operations can also include providing data to display 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, providing
data to display 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 providing data to display skills gap analysis results to
thereby enhance organization transition planning.
[0027] The operations include those for building the different
forms as part of defining the requirements of the new organization
structure. In order to accomplish satisfy such requirements, the
operations can, for example, advantageously include providing data
to display 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. The operations can
also include 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 supporting a
plurality of organization functions of the new organization
structure. The operations can further include 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 responsive to user input, and
assigning a role responsibility level to each role task combination
needed to complete the respective task responsive to user
input.
[0028] According to an embodiment of the present invention, a
computer readable medium can include a set of instructions that,
when executed by a computer, cause the computer to perform the
operations 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.
[0029] To satisfy such requirements, the operations can include,
for example, 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 providing a
qualified resource supply template to thereby display an available
qualified supply of personnel for each respective one of the
plurality of roles, to thereby facilitate determining the qualified
resource supply. The operations can also include providing an
online master resource allocation table (including current
assignment planned completion dates and projected absences) for
each of a plurality of organization members to thereby summarize
organization member availability, 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,
to thereby facilitate determining the qualified resource
supply.
[0030] The operations can also include 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, determining
aggregate demand for each of the plurality of roles to thereby
determine the aggregate resource demand, and 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. The operations can further include
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, determining a
number of human resources required to satisfy demand for the
respective role by executing the following calculation: 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, to thereby determine
the aggregate resource demand.
[0031] The operations can also include 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. 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.
[0032] According to the exemplary configuration, the operations can
also include determining a resource requirement gap for the new
organization structure, defined as a difference between resource
requirements and qualified resource supply. The qualified resource
supply determination used in determining the qualified resource
apply for determining the resource requirement can include
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.
[0033] The operations can also include 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. The operations can also or alternatively include
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.
[0034] Various embodiments of the present invention also include
program product for assisting in the transition and realignment of
an existing organization structure of an entity undergoing
organizational realignment into a new organization structure.
According to an exemplary embodiment, the program product can
include a set of instructions stored in a tangible computer
readable medium that when executed by a computer, cause the
computer to perform the operations 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.
[0035] The operations can also include 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 corresponding
qualified resource supply determination can include 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.
[0036] According to an exemplary configuration, in order to satisfy
such requirements, the operations can include 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 providing a qualified resource supply
template to thereby display an available qualified supply of
personnel for each respective one of the plurality of roles, to
thereby facilitate determining the qualified resource supply. The
operations can also include providing an online master resource
allocation table (including current assignment planned completion
dates and projected absences) for each of a plurality of
organization members to thereby summarize organization member
availability, 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, to thereby facilitate
determining the qualified resource supply. The operations can also
include 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, determining aggregate demand for each
of the plurality of roles to thereby determine the aggregate
resource demand, and 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.
[0037] Advantageously, various embodiments of the present invention
provide an organization with a solution for defining how it can
realign an organization to a new management direction while
promoting high involvement among employees to reduce resistance to
change, using pre-defined templates (workshop presentations,
workshop agendas, workshop hand-outs/exercises), and procedures for
greater efficiency, auto-notification upon entry of functions,
activities, tasks and roles in the web-based information system.
Various embodiments of the present invention can provide a
reduction in employee resistance to change and the time it takes to
transition people to new roles, a reduction in time using
pre-defined templates and procedures as opposed to organizations
starting from scratch, an avoidance of costs associated with
internal campaigning and employee training as employees are highly
involved in during the course of implementation, an avoidance of
costs associated with having separate systems for workload planning
and documentation of organizational functions, and the benefit from
employees learning-in action.
[0038] Advantageously, embodiments of the present invention can use
a systematic means of capturing the required data generated by the
transition process including use of a centralized on-line web site
to enter and access information generated during the transition and
use of tools (i.e., forms, templates, workshops) to support the
transition process. Various embodiments of the present invention
also incorporate a methodology for developing individual transition
plans to improve individual personal development opportunity and
can link to a set computer center performance management program.
Advantageously, realignment of an organization is dealt with in a
structured manner while uniquely combining a number of
industry-standard tools which when used in combination allow for an
unconventional analysis of the organization according to its
functions, activities, tasks, roles, and competencies.
Advantageously, various embodiments of the present invention can
also use a number of industry-standard tools for identifying role
competencies and for identifying relevant parties in tasks and
processes, which when combined together and with the use of
supporting templates and workshops form a systematic means of
transitioning and realigning an existing organization structure
into a new organization structure to new business goals and
assigning individuals based on their competencies and interests
which overcome deficiencies in using such tools individually. For
example, a modified learn, use, guide, innovate (LUGI) type matrix
can be used for identifying role competencies, and a modified
responsible, accountable, consult, inform (RACI) type table can be
used for identifying relevant parties in tasks and processes.
Organization members are highly involved in the organization
realignment through participating in defining the various
organizational elements of the organization and can perform a
self-evaluation of themselves against the various roles necessary
to complete various tasks supporting the organization activities
and functions, which can enhance participant creativity and
innovativeness.
[0039] Advantageously, various embodiments of the present invention
provide a business transformation service having increased
transparency that can maximize opportunities for individual and
organizational learning and promote involvement in the change, thus
encouraging ownership. To this end, various embodiments of the
present invention can provide a series of workshops conducted using
pre-defined templates and procedures provided by knowledgeable
human resources (skilled consultants) which are utilized to coach
and counsel employees in the reorganization process.
Advantageously, various embodiments the present invention also
provide a lessons learned workshop for receiving feedback from
users in order to provide additional tailoring to meet the needs of
the individual organization and to improve the reorganization
process as a whole. Also advantageously, an online process can be
provided to receive input from the organization personal, which can
be scaled to meet the needs of to any organization. Advantageously,
to obtain the benefits of transparency in a learning organization
(i.e., knowledge transfer, self-disciplined, innovation, and
prudent risk-taking), the communication and interaction efforts of
embodiments of the system account for variations in the
organization members learning styles, levels of experience and
learning rates, understanding, listening skills, ability to apply
what is learned, and unique insight, realizing that normally only
reusable and learnable processes add value to the organization. As
identified above, organization members have different preferred
learning styles. As such, advantageously the system, program
product, and methods can ensure key messages are communicated
through multiple avenues, through different vehicles, and by
properly selected messengers to increase the likelihood of
understanding. Organization members can also have varying levels of
experience and may learn had a different pace. As such,
advantageously, the systems, program product, and methods can
provide for active coaching during group and individual data
development. Organization members may not, as intended, have heard
or understood information conveyed. As such, advantageously, the
systems, program product, and methods can provide for assessing the
success of communication efforts regularly by frequently "checking
back" with participants. Adult learning has been found to be vastly
enhanced by experiential opportunity. As such, advantageously the
systems, program product, and methods can promote hands-on practice
and the quick use of newly acquired skills Organization members can
have differing views, opinions, and ideas aimed at improving
practices. As such, advantageously, the systems, program product,
and methods can provide for soliciting feedback formally and
informally and promote comment by, and individual accountability
of, the participants. Also, advantageously, pervasive through the
systems, program product, and methods is the recognition that to
achieve such advantages requires active, visible, and focused
management sponsorship.
[0040] Advantageously, various embodiments of the present invention
provide an online website to capture and report out necessary
information as it is being developed and provide transparent access
to organization realignment participants throughout the transition.
The online Web technology can provide a central repository for
information developed by each process development team and can
encourage interested personnel who are not members of the process
development team to "comment" on contributions using a familiar
technical environment. Advantageously, the webpage forms can ensure
information is presented uniformly for all functions, activities,
tasks, roles, and competencies. Also advantageously, according to
various embodiments of the present invention, the website design
provides essential flexibility with features including a pull-down
list to which, for example, new roles can be added to be associated
with an activity, RACI codes can be assigned, and LUGI-type
self-assessments can be performed. Also advantageously, the website
can incorporate automated online notification, e.g., e-mail, to
accelerate online review of newly posted data and to ensure
appropriate parties are automatically notified when certain updates
are made to the site. Further, advantageously, authorization
profiles can be provided to ensure only preselected representatives
enter final versions while allowing other members to comment on
such versions. Still further, advantageously, the website can
provide the ability of the process development team members to
remotely monitor data input via the website, which results in
prioritization and steering of follow-up activities.
BRIEF DESCRIPTION OF THE DRAWINGS
[0041] So that the manner in which the features and advantages of
the invention, as well as others which will become apparent, may be
understood in more detail, a more particular description of the
invention briefly summarized above may be had by reference to the
embodiments thereof which are illustrated in the appended drawings,
which form a part of this specification. It is to be noted,
however, that the drawings illustrate only various embodiments of
the invention and are therefore not to be considered limiting of
the invention's scope as it may include other effective embodiments
as well.
[0042] FIG. 1 is a schematic block diagram of a system to realign
an organization structure according to an embodiment of the present
invention;
[0043] FIG. 2A is a schematic diagram of a process flow
illustrating the relationship of processes, functions, activities,
tasks, roles, skills, and competencies according to an embodiment
of the present invention;
[0044] FIG. 2B is a schematic diagram of an organization team
structure illustrating functions, activities, tasks and roles
defined during the transition process according to an embodiment of
the present invention;
[0045] FIG. 3 is a schematic diagram of an exemplary transition
plan identifying activities, task requirements, and roles according
to an embodiment of the present invention;
[0046] FIG. 4 is a schematic diagram of an exemplary transition
plan illustrating subtasks necessary to perform tasks and an
accomplishment timeframe according to an embodiment of the present
invention;
[0047] FIG. 5 is a schematic block diagram of an organization
realignment program product according to an embodiment of the
present invention;
[0048] FIG. 6 is a schematic diagram of an exemplary online
functions and activities template form according to an embodiment
of the present invention;
[0049] FIG. 7 is a screen view of a graphical user interface
illustrating an exemplary functions web page according to an
embodiment of the present invention;
[0050] FIG. 8 is a screen view of a graphical user interface
illustrating an exemplary functions web page according to an
embodiment of the present invention;
[0051] FIG. 9 is a screen view of a graphical user interface
illustrating an exemplary activity analysis suggestion web page
form according to an embodiment of the present invention;
[0052] FIG. 10 is a screen view of a graphical user interface
illustrating an exemplary activity analysis suggestion web page
form according to an embodiment of the present invention;
[0053] FIG. 11 is a screen view of a graphical user interface
illustrating an exemplary activity analysis web page form according
to an embodiment of the present invention;
[0054] FIG. 12 is a screen view of a graphical user interface
illustrating an exemplary task-role web page according to an
embodiment of the present invention;
[0055] FIG. 13 is a screen view of a graphical user interface
illustrating an exemplary "view all activity analysis suggestions"
web page according to an embodiment of the present invention;
[0056] FIG. 14 is a screen view of a graphical user interface
illustrating an exemplary "write comments" text entry field
according to an embodiment of the present invention;
[0057] FIG. 15 is a screen view of a graphical user interface
illustrating an exemplary functions web page according to an
embodiment of the present invention;
[0058] FIG. 16 is a screen view of a graphical user interface
illustrating an exemplary finalized activity analysis web page form
according to an embodiment of the present invention;
[0059] FIG. 17 is a screen view of a graphical user interface
illustrating an exemplary task and role assignments web page form
according to an embodiment of the present invention;
[0060] FIG. 18 is a screen view of a graphical user interface
illustrating an exemplary task entry web page form according to an
embodiment of the present invention;
[0061] FIG. 19 is a screen view of a graphical user interface
illustrating an exemplary role responsibility web page form
according to an embodiment of the present invention;
[0062] FIG. 20 is a screen view of a graphical user interface
illustrating an exemplary role complexity and time durations web
page form according to an embodiment of the present invention;
[0063] FIG. 21 is a screen view of a graphical user interface
illustrating an exemplary role complexity and time durations report
web page form according to an embodiment of the present
invention;
[0064] FIG. 22 is a screen view of a graphical user interface
illustrating an exemplary edit activity web page form according to
an embodiment of the present invention;
[0065] FIG. 23 is a screen view of a graphical user interface
illustrating an exemplary a role catalogs web page according to an
embodiment of the present invention;
[0066] FIG. 24 is a screen view of a graphical user interface
illustrating an exemplary a role catalogs web page according to an
embodiment of the present invention;
[0067] FIG. 25 is a screen view of a graphical user interface
illustrating an exemplary a role catalogs web page according to an
embodiment of the present invention;
[0068] FIG. 26 is a screen view of a graphical user interface
illustrating an exemplary role competency self-evaluation web page
form according to an embodiment of the present invention;
[0069] FIG. 27 is a screen view of a graphical user interface
illustrating an exemplary role competency self-evaluation report
web page according to an embodiment of the present invention;
[0070] FIG. 28 is a screen view of a graphical user interface
illustrating an exemplary role competency self-evaluation template
web page according to an embodiment of the present invention;
[0071] FIG. 29 is a schematic diagram illustrating an exemplary
role competency/qualified resource supply report form according to
an embodiment of the present invention;
[0072] FIG. 30 is a schematic diagram illustrating an exemplary
resource commitment template form according to an embodiment of the
present invention;
[0073] FIG. 31 is a schematic diagram illustrating an exemplary
qualified supply template form according to an embodiment of the
present invention;
[0074] FIG. 32 is a schematic diagram illustrating an exemplary
assignable man-hour determination according to an embodiment of the
present invention;
[0075] FIG. 33 is a schematic diagram illustrating an exemplary
demand estimate report template form according to an embodiment of
the present invention;
[0076] FIG. 34 is a schematic diagram illustrating an exemplary
aggregate demand estimate report form according to an embodiment of
the present invention;
[0077] FIG. 35 is a schematic diagram illustrating an exemplary
skills gap analysis template form according to an embodiment of the
present invention;
[0078] FIG. 36 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0079] FIG. 37 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0080] FIG. 38 is a schematic diagram of table illustrating an
activity analysis workshop agenda according to an embodiment of the
present invention;
[0081] FIG. 39 is a schematic diagram illustrating an activity
analysis workshop live exercise template form according to an
embodiment of the present invention;
[0082] FIG. 40 is a schematic diagram illustrating an activity
analysis workshop team exercise template according to an embodiment
of the present invention;
[0083] FIG. 41 is a schematic diagram illustrating an activity
analysis workshop team action items template according to an
embodiment of the present invention;
[0084] FIG. 42 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0085] FIG. 43 is a schematic diagram of table illustrating a task
and roles workshop agenda according to an embodiment of the present
invention;
[0086] FIG. 44 is a schematic diagram illustrating a task and roles
workshop live exercise template form according to an embodiment of
the present invention;
[0087] FIG. 45 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0088] FIG. 46 is a schematic diagram of table illustrating a
resource availability and role man-hours workshop agenda according
to an embodiment of the present invention;
[0089] FIG. 47 is a schematic diagram illustrating a resource
availability and role man-hours workshop live exercise template
according to an embodiment of the present invention;
[0090] FIG. 48 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0091] FIG. 49 is a schematic diagram of table illustrating a role
competency and activity frequency workshop agenda according to an
embodiment of the present invention;
[0092] FIG. 50 is a schematic diagram illustrating an activity
frequency/complexity exercise template according to an embodiment
of the present invention;
[0093] FIG. 51 is a schematic diagram illustrating an exemplary
single-function activity frequency/complexity analysis table
according to an embodiment of the present invention;
[0094] FIG. 52 is a schematic diagram illustrating an exemplary
competency self-evaluation analysis table according to an
embodiment of the present invention;
[0095] FIG. 53 is a schematic diagram illustrating a role
competency and activity frequency workshop live exercise template
according to an embodiment of the present invention;
[0096] FIG. 54 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention;
[0097] FIG. 55 is a schematic diagram of table illustrating a
lessons learned workshop agenda according to an embodiment of the
present invention; and
[0098] FIG. 56 is a schematic block flow diagram of a method of
realigning an organization structure according to an embodiment of
the present invention.
DETAILED DESCRIPTION
[0099] The present invention will now be described more fully
hereinafter with reference to the accompanying drawings, which
illustrate embodiments of the invention. This invention may,
however, be embodied in many different forms and should not be
construed as limited to the illustrated embodiments set forth
herein. Rather, these embodiments are provided so that this
disclosure will be thorough and complete, and will fully convey the
scope of the invention to those skilled in the art. Like numbers
refer to like elements throughout. The prime notation, if used,
indicates similar elements in alternative embodiments.
[0100] As illustrated in FIGS. 1-56, embodiments of the present
invention advantageously can provide a new, comprehensive, and
user-friendly web/Internet-based system, program product, and
methods that automate business functions and activities that occur
during organization realignment and during organization realignment
preparation, as well as provide various management functions that
support organization realignment. As will be described in more
detail below, major milestones or goals for developing a plan to
transition/realign the organization according to embodiments of the
present invention include developing a list of activities with
descriptions; developing standard roles for the new organization
structure; developing, e.g., web-based forms to capture data
necessary to form the new organization structure; developing tasks
and role descriptions; developing activity level process maps;
conducting surveys; identifying resource availability; performing
resource planning; finalizing transition team structure; and
completing a transition plan by a selected completion date.
[0101] FIG. 2A illustrates a process flow showing the relationship
of processes, functions, activities, tasks, roles, skills, and
competencies, an organization includes high-level processes that
are made up of functions. Prior to executing an organizational
transition plan, functions can be defined, e.g., by management, as
expectation of the general scope of work performed. For each
function, a number of activities are then identified. To identify
roles, each activity can be drilled down to its respective tasks.
At a task level, roles can then be identified and assigned. Once
roles have been identified, defining skills and competencies can
follow which can be then used to ultimately evaluate organization
members. FIG. 2B shows an exemplary organization team structure
illustrating functions, activities, tasks and roles defined during
the transition process. Within each group, a number of roles
support the tasks performed as listed under each group. It is
important to note that a number of roles can cross different
groups/disciplines.
[0102] As perhaps best shown in FIG. 3, a system 30 to realign an
organization structure can include training organization members to
develop the transition plan through use of deliverables such as
that illustrated for performing the organization transformation
which can identify an activity, the tasks required to complete the
activity, and the roles necessary to perform the tasks.
Advantageously, the system 30 also provide for deliverables such
as, for example, the milestones timeline illustrated in FIG. 4
which can further illustrate subtasks necessary to perform tasks
and an accomplishment timeframe.
[0103] Embodiments of a system 30 can provide an electronic forum
that links concerned parties and individuals that are participating
in an organization realignment or process. Advantageously, such
system 30 can facilitate organization realignment through an online
organization realignment website. For example, as perhaps best
shown in FIG. 1, an embodiment of the system 30 to realign an
organization structure can include a computer or computers hosting
the online organization realignment program website accessible to a
computer or other communication network 33 to define an
organization realignment program server 35 having a processor 37
and memory 39 coupled to the processor 37. Note, the
computer/server 35 represents a server or server cluster or server
farm in the architecture and is not limited to any individual
physical server. The server site may be deployed as a server farm
or server cluster managed by a serving hosting provider. The number
of servers and their architecture and configuration may be
increased based on usage, demand and capacity requirements for the
system 30.
[0104] A database 41 having a plurality of data records 43 relating
to functions, activities supporting the functions, activities under
the functions, tasks required to complete the activities, and roles
to perform the tasks is positioned accessible to the processor 37
of the organization realignment program server 35 and can be
considered functionally part of the memory 39 whether or not
physically located within server housing. A plurality of process
development team member computers 47 are generally positioned
remote from the organization realignment program server 35 and
accessible to the computer network 33. Each process development
team member computer 47 has a processor 49, memory 51 coupled to
the processor 49, a display 53 to display data records 43 using an
associated process development team member computer web browser,
and a user interface 57 to provide a corresponding process
development team member with, for example, online web-based access
to such data over the computer network 33.
[0105] The system 30 can also include a plurality of process
development team representative computers 61. Each such computer 61
can have a processor 63, memory 65 coupled to the processor 63, a
display 67 to display data using an associated web browser, and a
user interface 68 to provide an associated process development team
representative with online web/Internet-based access to the data
records 43 to thereby view and edit organization realignment data
to provide final versions of various organization transition
deliverables. The system 30 can also include a plurality of
competency lead representative computers 71. Each such computer 71
can have a processor 73, memory 75 coupled to the processor 73, a
display 77 to display data using an associated web browser, and a
user interface 78 to provide an associated competency lead
representative with online web/Internet-based access to the data
records 43, to thereby view and edit organization realignment data
to thereby help formulate final versions of competency analysis
data.
[0106] As shown in FIGS. 1 and 5, the system 30 can also include an
organization realignment program product 81 stored in the memory 39
of the organization realignment program server 35 to facilitate
reorganization program development over the computer network 33
through online access to the data records 43. The organization
realignment program product 81 can be in the form of microcode,
programs, routines, and symbolic languages that provide a specific
set for sets of ordered operations that control the functioning of
the hardware and direct its operation, as known and understood by
those skilled in the art. The organization realignment program
product 81, according to an embodiment of the present invention,
need not reside in its entirety in volatile memory, but can be
selectively loaded, as necessary, according to various
methodologies as known and understood by those skilled in the art.
The organization realignment program product 81 includes
instructions that when executed by the organization realignment
program server 35 and/or other network/networked computers cause
such computers to perform various functions to plan and perform
organization realignment functions including displaying various web
page forms. The organization realignment program 81, for
illustrative purposes, will be described according to the
functional operations they perform.
[0107] For example, the organization realignment program product 81
can include a training materials manager 83 which can provide data
to display a plurality of organization transition workshop briefing
templates for each of a plurality of organization transition
workshops, described later. A functions former 85 can provide data
to display an online functions and activities template form 87
(FIG. 6) having multiple input fields and to receive user input
data indicating for each separately entered function 89 (FIG. 7) a
name of the respective function 89 and a name of each corresponding
activity 91 (FIG. 8) under each function 89. Once the functions 89
and corresponding activities 91 are entered and preferably once a
process development representative is assigned to each function 89
(described later), organization members can view the function and
activity data using, for example, the functions web page 92
illustrated in FIG. 7 along with a name listing of an
assigned/selected process development representative 93.
[0108] As shown in FIGS. 8-10, in response to selecting one of the
functions 89 (FIG. 8), the assigned activities 91 can be displayed
in a text output field table or section 94 or on a separate
activities analysis web page. According to an embodiment of the
present invention, by selecting an associated "suggest analysis"
link 95, a user can launch or otherwise initiate an activity
analysis suggestion former 97 (FIG. 5) which can provide data to
display an online activity analysis suggestion template form 99
(FIGS. 9 and 10) having a activity analysis attribute input fields
101 to receive user input data indicating activity analysis
attributes to thereby assemble activity analysis suggestion data
separately for the selected activity 91. The input fields 101 can
include a description of the activity, a trigger initiating the
activity, a first activity process task that begins the activity
91, a last activity process task that ends the activity 91, at
least one activity process input, at least one activity process
output usually in the form of a deliverable, supplier of activity
process input, and customer of activity process output.
[0109] Upon completion of entry of an activity analysis suggestion,
the user, generally a process development team member or other
organization member involved in the organization realignment, can
select the suggest activity analysis button 103 (FIG. 9) to store
the activity analysis suggestion in the database 41 (FIG. 1) and to
launch, for example, an activity analysis suggestion entry alert
manager 105 (FIG. 5) which can provide an online alert, e.g.,
e-mail, pop-up, or other electronic notification as known to those
skilled in the art, notifying the process development
representative associated with the selected function 89 of the
respective activity analysis suggestion.
[0110] As shown in FIGS. 8 and 11, according to an embodiment of
the present invention, by selecting an associated "display
analysis" link 111 (FIG. 8) on the functions web page 92, a user
can initiate display of a finalized activity analysis web page 113
(FIG. 11) including a final analysis provided by, for example, the
associated process development representative, to thereby view
finalized or otherwise agreed upon attributes of the selected
activity 91 of the selected function 89. Advantageously, the
finalized activity analysis web page 113 can include a view
task:role link 115, a view all suggestions link 117, and a write
comments link 119. The view task:role link 115, when selected by
the user, can cause display of a task-role web page 121 (FIG. 12)
which displays tasks, roles, and ratings (levels) assigned to the
selected activity 91 of the selected function 89. The view all
suggestions link 117, when selected by the user, can cause display
of a view all suggestions web page 123 (FIG. 13). That is,
according to an embodiment of the present invention, selection of
the view all suggestions link 117 can launch an activity analysis
suggestion viewer 125 (FIG. 5) to display all suggested activity
analysis entered by other process development team members for the
selected activity 91 of the selected function 89. The write
comments link 119, when selected by the user, can launch a
finalized activity analysis comments manager 127 (FIG. 5) which can
cause display of a write comments web page (not shown) or write
comments text entry field 129 (FIG. 14). According to an embodiment
of the present invention, a finalized activity analysis comments
manager 127 can allow the user to comment on the final analysis
selection, and using, for example, a send button 131, can initiate
sending the written comments to the process development
representative associated with the selected activity 91 of the
selected function 89 or other selected/preselected organization
member.
[0111] According to an embodiment of the present invention, an
authorization profile manager 135 (FIG. 5) is provided to limit
access to one or more of the organization realignment web pages/web
page forms responsive to a user's assigned authorization to prevent
unauthorized access to sensitive organization data and to ensure
organization document access requirements are complied with. That
is, the authorization profile manager 135 can advantageously be
established to limit final activity analysis to that of the
assigned process development representatives or other preselected
organization members while allowing various other organization
members to view and comment on the final activity analysis, as
described above.
[0112] As shown in FIG. 15, in response to selecting one of the
functions 89 shown, for example, in the functions web page 92 (FIG.
7), assigned activities 91 can be displayed in a text output field
table or section 94' or on a separate activities analysis web page
having a process development representative unique set of links.
That is, the process development representative can be provided
additional functionality over that of other organization members
provided accesses to the functions web page 92. By selecting an
associated "finalize analysis" link 141, a user can launch a
finalized activity analysis former 143 (FIG. 5) which can provide
data to display an online finalized activity analysis template form
145 (FIG. 16) having finalized activity analysis attribute input
fields 147 to receive user input data indicating activity analysis
attributes selected by the process development representative
associated with the selected activity 91 to thereby assemble
finalized activity analysis data separately for the selected
activity 91. The finalized activity analysis template form 145 can
also include input fields 151 to enter activity frequencies for a
plurality of preselected complexity categories including, for
example, including the categories of difficult, normal, and easy.
The frequency can be defined as the number of times in a year and
activity will be performed. The category of difficult and provide a
raw score or percentage of the frequency considered difficult or
highly complex. The category of normal can provide a raw score or
percentage of the frequency considered of medium complexity. The
category of easy can provide a raw score or percentage of the
frequency considered easy or of low complexity. The finalized
activity analysis template form 145 can also include output fields
153 to display any previously entered numbers. Further, a submit
button 155 can allow storage of the selected frequencies without
posting the finalized activity analysis.
[0113] Upon completion of entry of the finalized activity analysis,
the user can select the finalize activity analysis button 157 to
store the finalized activity analysis in the database 41 and to
launch, for example, a finalized activity analysis entry alert
manager 159 (FIG. 5) which can provide an online alert, e.g.,
e-mail, notifying each preselected organization member, e.g., the
process development team members, of the respective finalized
activity in response to the form submission. By selecting an
associated "display analysis" link 111 (FIG. 15) on the functions
web page 92, the process development representative can display the
finalized activity analysis web page 113 (see, e.g., FIG. 11) to
thereby view the finalized analysis.
[0114] According to an embodiment of the present invention, by
selecting an associated "add tasks" link 161 on the functions web
page 92 (FIG. 15), the associated process development
representatives can initiate display of a task and role assignments
web page 163 (FIG. 17) having a role task assignment table 164
which can include an add task link 165, new role link 167, edit
complex link 169, delete link 171, reload table link 173, and
dataview page link 175. The add new task link 165 can allow a user
to launch a task former 181 (FIG. 5) to display an online task
entry template form 183 (FIG. 18) having a task input field 185 and
to receive user input data from the associated process development
representative indicating a task description to thereby add a task
191 to the selected activity 91 to assemble a list of tasks 191
such as, for example, that shown in the task-role web page 121
(FIG. 12), to the task and role assignments web page 163 (FIG. 17),
and/or to the role complexity and time durations report web page
form 209 (FIG. 21). Similarly, the add new role link 167 can allow
a user to launch a role task former 193 (FIG. 5) to display an
online role responsibility template/web page form 195 (FIG. 19)
having rate/responsibility level input fields 197, e.g.,
accountable, responsible, consult, and inform role rating input
fields, and an add new role link 199 to associate a role 201, e.g.,
selectable from a drop-down menu, and a role rating or level 203
with a selected task 191 forming a role-task combination to receive
user input data from the associated process development
representative indicating a role interaction required to complete
the selected task 191 of the selected activity 91.
[0115] As shown in FIG. 17, through selection of the edit complex
link 169, the role task former 193 (FIG. 5) can also cause the user
computer to display a role complexity and time durations template
form 205 (FIG. 20) having complexity input fields 207 which can
allow the user to assign a time duration for each corresponding
complexity category, e.g., high, medium, and low, to a preselected
responsibility level. That is, for example, as illustrated in FIG.
20, the user can assign a time duration for high, medium, and low
complexity scenarios for, e.g., the "responsible" role 201 of the
selected task 191 of the selected activity 91. The delete link 171
can allow the user to delete a task and role combination. The
reload table link 173 can allow the user to refresh/reload the role
task assignment table 164 and to save the entered data. A dataview
page link 175 is provided to allow the user to display a finalized
task role combination deliverable for a selected activity 91 such
as, for example, the table 209 illustrated in FIG. 21.
[0116] Further, according to an embodiment of the present
invention, upon completion entering or editing table items, either
through the reload table link 173, home page link 211 or other
input field (not shown), the user can store the role assignment
data in the database 41 and launch a task and role entry alert
manager 213 (FIG. 5) to alert each preselected organization
members, e.g., preferably everyone in the affected division, to
review the respective finalized tasks and assigned roles. A viewer
215 (FIG. 5) can also be provided to display each of a plurality of
task and role assignment suggestions posted by a process
development team member to thereby enhance comment formulation. A
comment manager 217 (FIG. 5) can cause display of an online comment
form or template such as, for example, one similar to that shown
FIG. 14 and to receive user input data indicating a comment on an
agreed-upon version of the tasks 191 and assigned roles 201 and to
provide online notification of the comment to the process
development representative associated with the user selected
activity 91.
[0117] According to an embodiment of the present invention, by
selecting an associated "edit activity" link 219 on the functions
web page 92 (FIG. 15), the associated process development
representatives can initiate display of an edit activity template
form 221 (FIG. 22). The edit activity template form 221 can have a
sequence number input field 223 to allow entry of a desired
sequence number to change the activity sequence of that shown in
the sequence number column 225 (FIG. 15), an activity input field
227 to edit the name of the selected activity 91, and an edit this
activity button 229 to store the changes to the selected activity
91.
[0118] According to an embodiment of the present invention, in
response to selecting a role competency link 231 on the functions
web page 92 (see, e.g., FIG. 7, 8, or 15), depending upon the
assigned role authorization of the respective user, a user can
display a role catalogs web page 233 (FIG. 23) to thereby display
each of the plurality of defined roles 201. Further, as shown in
FIG. 24, by selecting one of the roles 201, the user can display a
list or table 235 of associated activities 91 for the selected role
201. As shown in FIG. 25, by selecting one of the activities 91,
the user can display a list or table 237 of tasks 191 assigned the
selected activity 91. A symbol indicating an associated role rating
203 such as, for example, "R" for responsible, "A" for accountable,
"C" for consulting, and/or "I" for informing, can be provided next
to the task or tasks 191 to provide ready reference of the
association of the selected role 201 to the task 191. This symbol
can be provided in a different color such as, for example, red, to
aid the user in visually identifying the role rating 203 from the
text of the task 191.
[0119] The list or table 237 can also be provided which can include
a role name hyperlink or other input field 239, selectable by the
user to launch or otherwise initiate a role competency suggestion
former 241 (FIG. 5). The role competency suggestion former 241 can
cause the display of an online role competency suggestion template
form defining a self-evaluation form 243 (FIG. 26) having role
competency attribute input fields 297' and to receive user input
data indicating role competency attributes, to thereby assemble
role competency suggestion data separately for the selected role
201. The self-evaluation form 243 allows the user to define the
competency level of each role in terms of, for example, provable
knowledge, demonstratable skills, and exhibited behavior by
achievement level, e.g.: learn (stage 1), use/apply (stage 2),
guide/educate (stage 3), and innovate/shape (stage 4).
Correspondingly, according to an embodiment of the present
invention, the self-evaluation form 243 can include knowledge,
skills, and behavior rows 245, 247, 249, in conjunction with learn
(stage 1), use/apply (stage 2), guide/educate (stage 3), and
innovate/shape (stage 4) columns 251, 253, 255, 257, forming a
table or matrix. The self-evaluation form 243 can also include a
role name output field 259 indicating the role to be
self-evaluated, an "are you interested" input field 260 to allow a
user performing a self-evaluation to indicate interest in the role
201, and multiple input fields 261, 263, 265, 267, corresponding
with the achievement level columns 251, 253, 255, 257, to allow a
user to indicate results of a self-evaluation.
[0120] Upon completion of entry of the self-evaluation form 243,
the user, by selecting the "OK" button 269 or other suitable input
field can, for example, store the self-evaluation data in the
database 41 and can launch a competency analysis suggestion entry
alert manager 271 (FIG. 5) which can provide an online alert, e.g.,
e-mail, notifying a competency lead representative, a process
development team representative, or other assigned organization
members of the self-evaluation data entry.
[0121] According to an embodiment of the present invention, by
selecting a "see your rankings" link 281 (FIG. 23) on, for example,
the role catalogs web page 233, the user can initiate display of
the user's rankings of the roles 201. That is, in response to
selection of the link 281, a role self-evaluation report web page
283 (FIG. 27) can be displayed. The web page 283 can include a role
names column 285 indicating each of the roles 201, an indication of
interest column 287 indicating the interest of the user in the role
201, and development stage indication column 289 indicating the
self-evaluation results for each of the roles 201. The web page 283
can also include an index number link column 291, which according
to an embodiment of the present invention, when selected by the
user, can initiate display of the self-evaluation form 243 (FIG.
26) for the selected role 201. Upon display of the web page form
243, the user can then modify the rankings or indication of
interest, as desired.
[0122] According to an embodiment of the present invention, the
authorization profiles, described previously, provide preselected
organization members such as, for example, the competency lead
representatives and/or process development representatives
additional functionality including the ability to finalize the
description of the evaluation criteria in the role
self-evaluations. As with other organization members, the role
competency link 231 on the functions web page 92 (see, e.g., FIG.
7, 8, or 15), for example, can provide a link to display the role
catalogs web page 233 (FIG. 23) to thereby display each of the
plurality of defined roles 201. Further, the user can select one of
the roles 201 (FIG. 24), and then select one of the activities 91
to display a list or table 237 of tasks 191 (FIG. 25) assigned the
selected activity 91, as described previously. The competency lead
representative and/or process development representative, however,
upon selecting the role name hyperlink 239, can, for example,
instead launch a role competency former 293 (FIG. 5) to display an
online role competency template form 295 (FIG. 28) having a matrix
of self-evaluation input fields 297 and a matrix of input buttons,
e.g., "OK" buttons 299 to receive user input data indicating role
competency attributes to thereby assemble finalized role competency
data to develop the online role competency self-evaluation template
form 243 separately for each selected one of the roles 201.
[0123] By selecting a "see your staff ranking" link 301, transition
team owners, other members of the management team, or other
authorized members can display the self-evaluation results for a
related group of organization members in accordance with their
assigned authorization profile which is generally linked with their
respective organization code. For example, an administrator can
display the self-evaluation results of the organization members
under the administrator's respective divisions. Also, for example,
a manager can display the self-evaluation results of the
organization members under the manager's organization code.
[0124] Selection of the link 301 can launch a role competency
report former 303 (FIG. 5) to assemble role competency
self-evaluation results data responsive to the selection and
responsive to the existence of at least one role competency
self-evaluation, and can initiate display of an online role
competency report form 305 (FIG. 29) having role competency output
fields 307, 309, indicating qualification for and interest in,
respectively, each of the roles 201 by each associated organization
member to thereby display a qualified potential resource supply 311
for each of the roles 201 to support the assignment of the named
organization members to the roles 201.
[0125] According to an embodiment of the present invention, the
organization realignment program product 81 can further include
functionality to analyze the qualified potential resource supply
against organization members' availability to determine a demand
resulting from the organization realignment and to determine any
gap in the skills required to effectively institute the
realignment. For example, a resource commitment manager 321 (FIG.
5) can display a resource commitment template form 323 (FIG. 30)
listing the resource commitments of each of the organization's
members and/or a master resource allocation table to thereby
summarize availability of each organization member based on current
assignment planned completion dates and scheduled absences. A
qualified resource supply determiner 331 (FIG. 5) can determine a
qualified supply of resources responsive to the role competency
self-evaluation of each of the organization members and can display
a web page form such as, for example, template 333 (FIG. 31)
indicating the qualified supply of resources manually or
automatically entered into respective qualified supply fields 335.
An assignable hours determiner 341 (FIG. 5) can display an online
assignable man-hour determination form such as, for example, the
major participants man-hours template form 343 shown in FIG. 32
which can be organized to form a table having roles 201 identified
as participants related to activities 91 to thereby determine an
average number of assignable hours per day for each of the listed
participants and to provide cumulative totals thereof.
Advantageously, to enhance understanding, the form 343 can be
configured to be role/participant-based and not related to specific
projects or initiatives.
[0126] A demand estimate determiner 351 (FIG. 5) can be provided to
compile a demand estimate for each of the plurality of roles 201
and to display a demand estimate report template form 353 (FIG. 33)
which can show the demand on each role 201 within each function 89.
That is, the demand estimate report template form 353 can indicate
a number of resources required per day for each of the plurality of
roles 201 to perform assigned tasks within activities of each of
the functions. The demand estimate determination/calculation can
use an estimated number of hours required of each role 201 to
perform assigned tasks 191 within activities 91 of each of the
functions 89. The total number of hours is then divided by a
determined average number of assignable hours per day, e.g., 5.4
hours, for each of the roles 201 to determine an estimated number
of days 355 required for each role 201 to perform activities 91
separately under each one of the functions 89. The workload is then
extended across a predetermined time period, e.g., 52 weeks, to
determine the number of required resources 357 (demand estimate).
Note, these calculations can be performed and entered either
automatically or manually. The demand estimate determiner 351 can
also compile an aggregate demand estimate for each of the roles 201
and display an aggregate demand estimate report form 361 (FIG. 34)
indicating a total aggregate demand 363 in days for each role 201
and an aggregate number of required resources (total demand) 365
per day for each of the roles 201.
[0127] A skills gap analysis template former 371 (FIG. 5) can
initiate display of skills gap analysis results data in response to
role identification data, the demand estimate data, and the
qualified supply data, to thereby enhance organization transition
planning. The skills gap analysis provides or otherwise identifies
a skills gap resulting from transition to the new organization.
Stated more concisely, the basic formula is as follows:
Skills Gap=Aggregate Demand-Qualified Supply.
[0128] As described above, the aggregate demand represents the
total demand on a role (required resources) based on all the tasks
the role is responsible for performing across all functions and
activities. The individual demand on a role is calculated by
multiplying the time it takes (time duration) to perform a task the
role is "responsible" for with the number of times (frequency) that
the task takes place over a preselected time period, e.g., 52
weeks. According to this embodiment of the present invention, if
the time duration of the tasks is calculated on an hourly unit of
measure, the calculation is converted into days using a matrix of
factors in the type of role. The number of available hours to
perform the role is factored in as it can vary due to the type of
role. For example, the role of "group lead" may have less time to
dedicate to projects due to additional administrative
responsibilities compared to that of other organization members
such as, for example, a business analyst. An exemplary template or
form 343 for determining the average number of assignable hours per
day for different types of roles was described with respect to FIG.
32. An exemplary template or form 353 for determining the estimated
demand for each role per function was described with respect to
FIG. 33. An exemplary template or form 361 for determining
aggregate demand for each role across all functions was described
with respect to FIG. 34. The qualified supply represents the number
of qualified people available to fulfill the role. An exemplary
qualified supply template or form 333 for presenting the qualified
supply estimates was described with respect to FIG. 31. An
exemplary competency template or form 305 for determining the
qualified resource supply for each role was described with respect
to FIG. 29. An exemplary template or form 373 for calculating or
otherwise determining the skills gap analysis for an organization
is shown in FIG. 35.
[0129] As shown in FIG. 5, according to an embodiment of the
present invention, the organization realignment program product 81
can also include a training materials manager 381 to display a
plurality of organization transition workshop briefing templates
for one or more, e.g., five, organization transition workshops. The
organization transition workshops allow the organization to
communicate information to selected organization members defining
process development team members and involve the process
development team members in performing tasks which can function to
avert anxiety associated with organization change resulting from
the realignment, to encourage learning, to promote a sense of
ownership, and to encourage full involvement in realigning the
organization structure. The organization transition workshops can
also include training materials that allow organization members to
define the various organization elements such as, for example,
functions, activities, tasks, roles, and role competencies in the
organization.
[0130] The organization realignment program product 81 can also
include a transition plan manager 383 and a project manager 385.
The transition plan manager 383 can display data indicating
individual transition plans for each selected organization member
which are developed in response to the analysis of the organization
resource requirements and resource availability data from the
resource availability evaluation and in response to organization
member and supervisory input, with each individual transition plan
mapping one of the organization members to a selected role or
roles. The competency self-evaluations can inform or be input into
individual (personal) development plans developed in concert with,
e.g., competency leads and/or other management, to provide a
baseline for the personal development plans to thereby support the
assignment of members to roles. Also, the competency
self-evaluations can be used to guide the individual development
plans to ensure that the assigned roles are directed toward their
interests and strengths. The individual development plans provide a
track record of the roles which an individual has fulfilled and
future roles in which they would like to move. For each role that
is specified, the knowledge, skills, and behavior required can form
the basis to develop an individual. This development plan can form
a personal record and remain with the individuals throughout their
career. Further, identified as qualified to assume a role, an
individual transition plan can also be developed based upon
availability beyond current assignments to support personal
development plans aimed at closing the skills gap. The individual
transition plan can provide details on actual movements of the
individuals between roles. That is, information such as actual
dates, locations, authorizations, etc., required to transition an
individual to a new role can be contained in the individual
transition plan.
[0131] The project manager 385 can display a project initiation
request form to facilitate assignment of accountabilities and a
project change request to request modification of a standard
activity such as, tasks, roles, workload, which can function to
track revisions to project plans and timelines, and which can
require explanation thereof. The project manager 385 can include or
be linked with a master projects inventory manager 387 to can
initiate display of a master projects inventory to thereby indicate
planned deliverables and identify accountable organization members
for each task. According to an embodiment of the present invention,
the master project inventory is updatable during ongoing operations
in response to project initiation and change requests only to
minimize version confusion and to provide centralized control of
changes.
[0132] As shown in FIGS. 1-56, embodiments of the present invention
include methods of realigning an organization structure. For
example, according to an embodiment of a method of realigning an
organization structure, one or more, e.g. five, organization
realignment workshops are employed which can provide an effective
means of communicating information to the affected organization
members as well as getting them involved in performing tasks. This
can advantageously avert the anxiety of the uninformed, encourage
learning, promote a sense of ownership, and present a possibly
unique cultural experience of full involvement. Each workshop can
generally include an agenda, a presentation, experiential
(learning-in-action) exercise, and post-workshop individual and
team assignments to quickly apply the newly acquired knowledge and
skills to use in forming the roadmap for the organization
realignment. To promote ownership, each affected organization
member is preferably involved in all five workshops and in the
development of the activities, tasks, roles, and competencies that
will exist within the new organization structure. The optimal range
of organization members, however, is approximately 10-15.
Additionally, the active participation and visible sponsorship of
management at each workshop can be a crucial element in focusing
organization members on an intense and demanding set of activities
provided in each of the workshops, described below.
[0133] According to an embodiment of the present invention, FIGS.
36, 37, 42, 45, 48, 54, and 56, illustrate the high-level steps
involved in the workshops along with prerequisite and post-workshop
activities/tasks. As shown in FIG. 36, prior to presentation of the
first workshop and as a trigger to the process, an organization
management team determines a need to realign an existing
organization structure to a new organization structure (block 401).
In response, the management team develops and later refines and
monitors formation and implementation of a transition plan (block
403). The management team further defines major functions 89 and
activities 91 (block 405) and enters the functions 89 and
activities 91 online (block 407) to be used in developing tasks
191, defining and assigning roles 201, defining skills and
competencies which can be used to evaluate organization members and
to determine a gap in skills which must be filled to transit for
current organization structure to the new organization structure.
The defined functions 89 and identified activities 91 can be stored
in a database, e.g., database 41, accessible to an online
communication network 33 to allow access by preselected
organization members include process development team members.
[0134] As shown in FIGS. 37 and 38, according to an embodiment of
the present invention, the first workshop is an activities analysis
workshop which can function to inform the process development team
members of key elements and timelines for execution of
reorganization of the organization structure to define a transition
plan and to provide to the process development team members
background information for the major functions 89 defined for the
new organization structure to thereby formulate the activities 91
supporting the functions 89. The workshop can also function as a
tool to train each of the process development team members to
analyze each activity 91 and, in response to the respective
activity analysis, to formulate tasks 191 to thereby support each
activity 91. Specially trained facilitators defining transition
team members can access online presentation templates, modify the
templates, schedule the activity analysis workshop (block 411), and
then conduct the activity analysis workshop.
[0135] Through presentation and discussion, the transition team can
launch the transition process by informing the process development
team members of key elements and timelines for execution of the
transition plan, thereby providing a background on the major
functions defined by the management team and communicating
involvement of process development team members in completing tasks
and deadlines (block 413). The presentation slides can include
agenda items such as, for example, a description of the purpose of
the workshops, major objectives, the current organization
structure, the future organization structure, the effect on any
other organization charts, the transition project plan, and a
discussion of processes, functions, activities, and tasks, and
exercises to be conducted during the workshop with an emphasis on
teamwork. Through a live activity analysis exercise (block 415),
the transition team can further educate the process development
team members in how to analyze activities 91 to yield tasks 191 to
thereby teach activity analysis to be implemented on each activity
91 of the each assigned or selected function 89.
[0136] FIG. 39 illustrates an exemplary live exercise template for
the activity analysis workshop according to an embodiment of the
present invention. The process development team members are first
provided an activity analysis form to perform a trial activity
analysis of a preselected activity. The process development team
members separately perform the activity analysis. The process
development team members are then formed into working groups each
having, for example, three or four members. The process development
team members then compare each activity analysis within each
separate working group to form a final group activity analysis
version for each of the working groups. Each group presents each
final group activity analysis version to the other process
development team members of each other working group. One of the
final group activity analysis versions is then selected to use to
determine a list of tasks for the preselected activity. The process
development team members in their respective groups or in a
different group arrangement then form a list of tasks, compare the
tasks within the groups to form a final group task list version,
and present each respective final group task list version to the
other process development team members of each other working
group.
[0137] The process development team members are then grouped or
otherwise formed into multiple process development teams
responsible for analyzing activities 91 within each function 89
(block 417), with each team member assigned to one or more of the
process development teams. This step can be accomplished by
requesting each process team member to self-nominate to contribute
to two or more of the functions 89 based on interest and experience
or skill in the respective functions 89. Specifically, as shown in
FIG. 40 illustrating a process development team exercise template,
according to an embodiment of the present invention, this can be
accomplished by providing to each of the process development team
members a list of the functions 89 and activities 91 (FIG. 6),
requesting each of the process development team members self-select
at least two of the functions 89, and in response to an uneven
selection of functions 89, reassigning the process development team
members to one or more other of the functions 89 to balance group
numbers. These groups, assigned to the functions 89, form process
development teams to analyze the functions 89. Each process
development team can cover one or more functions 89 depending upon
the major/scope of the functions 89. A main objective, however, is
to provide an even distribution of functions 89 across all process
development teams to ensure the workloads manageable.
[0138] The teams are then requested to gather together and name or
otherwise identify a single point of contact to arrange meetings,
facilitate discussion, and post final decisions to a finalized
activity analysis web page or template form 145 (FIG. 16). A
competency lead representative (described later) can also be
identified. Once determined, the names or identity of the process
development team members and representatives are stored.
Additionally, the process development teams are requested to
perform an activity analysis of at least one activity (block 419)
under their respective functions 89 and to present the results. The
analysis can be performed and documented (block 421) utilizing, for
example, an online suggested activity analysis web page template
form 99 (FIG. 9), which can include fields for entering a
description of the activity, an activity trigger, an activity
terminator, a purpose of the activity, inputs, outputs, and
affected suppliers and customers. The assignments are then
finalized (block 423), post workshop agenda items are reviewed
(FIG. 41), and the transition team members request and receive
feedback, ideas, concerns, or suggestions on the various aspects of
the transition plan (block 425).
[0139] According to an embodiment of the method, each process
development team member analyzes activities assigned to them from
the functions assigned to their respective process development team
or teams. To ensure no bias in defining each activity, however,
each team member is recommended to provide their analysis for all
of the activities in the functions assigned to their process
development team or teams. Additionally, each team member can
provide an analysis on the other activities outside of the
functions assigned to their team. This would typically be the case
where a team member is knowledgeable about other activities.
[0140] As shown in the exemplary post-activity analysis workshop
action item template illustrated in FIG. 41, each process
development team member can perform an activity analysis on both
individual and final team versions, e.g., refine, simplify,
consolidate, streamline, to add and/or eliminate each activity 91
in their assigned function or functions 89 (block 431). As
described above, the analysis can then be entered and stored online
utilizing the activity analysis suggestion template form 99 (FIG.
9) configured to answer the following questions: What is a brief
but complete description of the Activity? What triggers it? What is
the first step (Task) that begins the Activity? What is the last
step (Task) that ends the Activity? What inputs (documents, other
sources of data) does the Activity require? Who supplies this
input? What output (usually in the form of deliverables) does the
Activity yield? Who is/are the customer(s) of the output(s)?
Advantageously, the results of performing the activity analysis can
be two fold. Firstly, the list of activities 91 under each function
89 can be revised. Secondly, for each activity 91, there can be a
detailed analysis following the questions. FIG. 10 illustrates an
exemplary online report output from the system 30.
[0141] An online alert, e.g., e-mail, can be provided to notify the
process development representatives of each posting of a suggested
activity analysis for each activity 91 under the assigned function
or functions 89. Additionally, such e-mails can be sent to everyone
in the organization in response to the process development
representatives entering their finalized activity analysis. The
process development representatives can schedule and conduct
meetings with their process development team members (block 433) to
compare the suggested analysis to produce a final analysis result
(block 435). The step can be advantageous as it not only enhances
knowledge transfer but results in the avoidance of "group-think"
whereby one member's idea dominates the team's thinking, stifling
its creativity and destroying "ownership."
[0142] Each process development team member also drafts a list of
tasks 191 under each activity 91 (block 437) through, for example,
the forms illustrated in FIGS. 15 and 17. The process development
representatives can also schedule and conduct meetings with their
process development team members (block 439) to compare the tasks
to produce a final list of tasks for each activity 91 (block 441).
As described above, the final analysis can then be entered and
stored online (block 443) utilizing, for example, the online
finalized activity analysis template form 145 (FIG. 16), described
previously. An online alert, e.g., e-mail, is then automatically
provided in response to the posting to notify organization members,
e.g., everyone in the organization, of the posting, to thereby
provide such members the opportunity to comment on the agreed-upon
final versions of the activity descriptions as well as view each
process development team member's original contribution. The
various organization members can be provided a limited time such
as, for example, 24 to 48 hours, to provide comment (block 445)
under a protocol such that no comment is considered an agreement.
Providing such a limited time period to respond can advantageously
promote a sense of urgency and enhance response rates.
[0143] In response to the comments by the other organization
members, the process development representatives can call the
entire process development team together to consider such received
comments. The process development representatives then finalize the
activity descriptions, reviewing and either incorporating or
rejecting comments (block 447). The process development team
members then fill-in and submit a resource allocation form (block
449) including, for example, the following data: the name of the
process development representative, the name of the process
development team member, and the name of the assigned activity.
Other resource allocation forms can include, for example, the
resource commitment template form 323 (FIG. 30) and/or a master
resource allocation table, or other suitable form adapted to
receive input to individually or collectively list the resource
commitments of the organization's members, to thereby summarize
availability of each organization member based on, e.g., current
assignment planned completion dates and scheduled absences. The
process development team members then draft project plans for each
function 89 (block 451). Business analysts who are generally
process development team members or transition team members can
additionally perform a quality check on the activity analysis for
each of, or for a sample of, the activities 91.
[0144] As shown in FIGS. 42 and 43, according to an embodiment of
the present invention, the second workshop is a task and roles
workshop which can function to train each of the process
development team members to formulate tasks 191 and roles 201 for
each of the activities 91 supporting the functions 89 of the new
organization structure to enable identification of competencies and
skill sets required to complete each of the activities 91. The
transition team members access online presentation templates,
modify the templates, schedule the task and roles workshop (block
461), and then conduct the workshop. Through presentation and
discussion the transition team members can first provide the
process development team members workshop objectives (FIG. 43) and
recap current accomplishments, providing context and conceptually
preparing the process development team members for the next
required steps (block 463). The transition team members then
demonstrate "drilling down" a sample activity to the task level.
That is, the transition team members identify and sequentially list
tasks 191 required to complete a sample activity procedure (block
465) based, for example, on the first and last tasks defined in the
activity analysis normally performed after the activity analysis
workshop. The transition team members also determine roles 201
required to perform each task 191 (block 467), and identify role
interactions required to perform each task 191 (block 469),
expressing the sample activity as a process map using, e.g., the
exemplary live exercise template form (FIG. 44). Advantageously,
this provides a step-by-step roadmap for an end-to-end business
process for the sample activity, to thereby train each of the
process development team members to develop tasks 191 for each of
the activities 91.
[0145] A role 201 is generally defined as a set of skills defining
a position such as, for example, change management specialist,
graphic designer, database administrator, rather than a "job" or
"specific person" that would fill the role. Note, although some
tasks 191 may have more than one role 201 responsible and more than
one role 201 may be consulted and/or informed of the progress and
results of the task 191, generally to ensure accountability, only
one role (assigned organization member) should be accountable for
the completion of the task 191. The tasks 201 can be stated to
enable identification of competencies and skill sets required to
successfully complete the activity 91. These competencies and skill
sets can be divided into technical and interpersonal. For example,
technical examples include knowledge and skills in the use of MS
PowerPoint, MS Word, MS project, and Documentum. Interpersonal
examples include meeting facilitation and presentation skills Such
competencies and skills can be attributable to either an assigned
activity lead or other assigned organization members. In addition,
the activity lead typically requires project management,
leadership, analytical, and negotiation skills. The transition team
members can also demonstrate use of an online task and role
assignments web page (block 471) such as web page 163 (FIG. 17)
having a role task assignment table 164 which can include an add
task link 165 to add new tasks 191, a new role link 167 to
associate roles 201 to tasks 191, and an edit complex link 169 to
assign a time duration for each corresponding complexity category,
e.g., high, medium, and low. The transition team can also
demonstrate procedures for determining roles 201 involved in each
of the activities 91 and how the roles 201 relate to each other
(block 473).
[0146] The process development team members are then requested to
develop a listing of roles 201 for each of the activities 91 (block
475) and to enter the roles online (block 477). The process
development team members then develop the tasks 191 with associated
roles 201 (block 479), entering the roles 201 online in association
with related tasks 191 (block 481) using, for example, the web
pages and/or templates 163, 183, 195, 205 (FIGS. 17-20). The roles
201 and tasks 191 can be stored in a database 41 to allow online
access. Role ratings or responsibility levels 203 (FIG. 19) such
as, for example, responsible, accountable, consulting, and/or
informing, can be assigned to the roles 201 (see, e.g., FIG. 44).
According to the illustrated embodiment of the present invention,
an accountable role 201 is defined as that filled by a person who
"owns" the action, i.e., one who must see to it that it is done. To
ensure accountability, only one person should be assigned such role
201 for a given task 191. A responsible role is defined as that
filled by a member or by members who actually "do the work."
Several members can do the work. A consult or consulting role is
defined as that filled by a member or by members who must be
involved in an action or decision before the action is taken or the
decision made. An inform or informing role is defined as that
filled by a member or by members who need to be notified generally
after the action or decision is made.
[0147] According to an embodiment of the present invention, as with
the suggested activity analysis, the process development
representatives can be provided an online alert indicating posting
of the task-role combinations for each activity 91 under the
assigned function or functions 89. The process development
representatives can schedule and conduct meetings with their
process development team members to produce a final task-role
combination for each task-role combination. The final task-role
combination analysis can be entered and stored online utilizing,
for example, the web pages and/or templates 163, 183, 195, 205
(FIGS. 17-20).
[0148] An online alert, e.g., e-mail, etc., can also be
automatically provided in response to the posting, for example, to
notify everyone in the organization of the posting to thereby
provide such members the opportunity to comment on the final
versions of the tasks 191 and roles 201, or in an alternative
embodiment, also after the entry of each individual task. According
to an embodiment of the present invention, the organization members
can also view each process development team member's original
contribution. Regardless, the various organization members again
can be provided a limited time such as, for example, 24 to 48
hours, to provide comment to thereby enhance response rate,
response quantity, and response quality.
[0149] In response to receiving the comments from the other
organization members (block 483), the process development
representatives can call the process development team together to
consider such received comments. The process development
representatives then finalize the task 191 and role 201
descriptions, reviewing and incorporating or rejecting comments
(block 485), and enter the revisions online. Business analysts who
are generally process development team members or transition team
members can then perform a quality check on the tasks and
roles.
[0150] As shown in FIGS. 45 and 46, according to an embodiment of
the present invention, the third workshop is a resource
availability and role man-hours workshop which can function to
train each of the process development team members to use the
listing of tasks 191 and roles 201 to estimate a hands-on workload
effort for each of the roles 201, rather than how long it may take
on a calendar to complete, and to aid in estimating the total
workload requirement for the new organization structure. The
transition team members can access online presentation templates,
modify the templates, schedule the resource availability and role
man-hours workshop (block 501), and then conduct the workshop.
Through presentation and discussion the transition team members can
provide the process development team members workshop objectives
(FIG. 46), recap current accomplishments, provide a context, and
conceptually prepare the process development team members to
analyze the tasks 191 and roles 201 for competency, e.g.,
knowledge, skills, and behavior or attitude according to
preselected achievement levels, e.g., learn, use, guide, and
innovate. The presentation and discussion can also educate the
process development team members on how to use the information from
the tasks 191 and roles 201 to determine resource availability, to
preview how the information being contributed will be used in the
next phase, and to compile, review and analyze the tasks 191 and
roles 201, to thereby determine required man-hours and required
competencies, to corresponding estimate workload and the workload
required by the organization as a result of the analysis.
[0151] The transition team members, through the presentation and
discussion, can provide an agenda (block 503) including the
organization, guiding principles, review of present
accomplishments, and description of next required steps, to thereby
continue to promote learning, practice high involvement, increase
transparency, and encourage ownership, to add value and to keep the
members informed, reduce stress, and provide a lasting value to the
organization by making the process repeatable and scalable. The
presentation should also include a showing of active management
sponsorship in view of balanced priorities.
[0152] As perhaps best shown in the exemplary live exercise
template form (FIG. 47), a live exercise can be provided to educate
the process development team members to estimate a hands-on
workload effort required by each role 201 identified as having an
"R" code or "responsible" responsibility level with consideration
to low, medium, and high complexities (block 505). The process
development team members can be educated, based on their individual
and collective experience, on how to estimate the quantity of
hands-on time a reasonably competent practitioner of the each role
201 would required to complete his/her involvement in an associated
task 191. Advantageously, this can further aid in standardizing the
roles 201 (block 507).
[0153] The process development team members complete the role
responsibility analysis on each role 201. Such analysis can be
performed by using, for example, a role responsibility web page
form, such as web page form 195 (FIG. 19), to identify the role 201
as having a role responsibility level or code, e.g., responsible,
accountable, consult, or inform (block 509), and by using an online
role complexity and time durations web page form, such as web page
form 205 (FIG. 20), to enter time durations for each complexity
category, e.g., high, medium, and low (block 511). According to an
embodiment of the present invention, a one-week hiatus may be
required for data cleanup, i.e., standardizing the tasks 191 in
each of the activities 91, for example, assuring there is only one
"A" role code or "accountable" responsibility level for each task
191, reviewing the workloads suggested, and standardizing roles 201
across all functions 89. FIG. 21 illustrates an example list of
tasks, roles, assigned responsibility codes, and determined time
durations in high, medium, and low complexities where the role is
"responsible," which advantageously can be used for such transition
planning.
[0154] The process development team members are also requested to
determine current obligations and projected absences to thereby
determine or otherwise self-evaluate their respective availability
(block 513). This can be accomplished using, for example, an online
resource commitment (current projects and obligations) web page,
e.g., web page template 323 (FIG. 30) or functionally similar web
page form, to identify current projects and obligations for each of
the plurality of process development team members. An online master
resource allocation table (not shown) including current assignment
planned completion dates and projected absences can additionally or
alternatively be provided to summarize process development team
member availability. Upon completion, and preferably before
beginning the next workshop, the transition team members should
perform a quality check on the role man-hours and resource
availability data. Note, as a result of analyzing complexity,
described below, a template or form for entering an activity
complexity frequencies such as, for example, activity frequency
input fields table or template 153 shown in the online finalized
activity analysis template form 145 (FIG. 16), can additionally be
provided for the process development team members or process
development representatives to enter activity complexity
frequencies for predefined activity frequency categories including,
for example, difficult, normal, and easy complexity categories.
[0155] As shown in FIGS. 48 and 49, according to an embodiment of
the present invention, the fourth workshop is a role competencies
and activity frequency workshop which can function to train each of
the process development team members to identify activity
frequencies and complexities and to define a competency for each
role 201 using learn, use, guide, and innovate (LUGI) concepts in
conjunction with knowledge, skills, and behavior (KSB) concepts, to
thereby develop role competencies. The transition team members can
access online presentation templates, modify the templates, and
schedule the role competencies and activity frequency workshop
(block 521), and then conduct the workshop. Through presentation
and discussion the transition team members provide the process
development team members workshop objectives (FIG. 49), recap
current accomplishments, provide context, and conceptually prepare
the process development team members to determine role
competencies. The transition team members can use the presentation
and/or discussion to stress the importance of developing role
competencies, educating them on the fact that doing so provides
them the opportunity to provide the role descriptions in their
specialized area and the opportunity to define levels of competency
in a given role 201 to measure against.
[0156] As shown in block 523, according to an embodiment of the
present invention, using, for example, an activity
frequency/complexity template such as that shown in FIG. 50, the
process development team members can be educated in how to
determine the frequency of an activity broken down into, e.g.,
difficult, normal, and easy complexities. The frequency column, the
sum of the difficult, normal, and easy categories, can provide the
number of times in a selected time period, e.g., one year, an
activity will be performed. The difficult column can provide the
portion of the cases that will be considered difficult or high
complexity. The normal column can provide the portion of the cases
that will be considered a medium complexity. The easy column can
provide the portion of the cases that will be considered easy or
low complexity. In most cases, the frequency will be higher for a
normal complexity compared to difficult and easy complexities.
Through discussion and dialogue, the process development team
members can reach a consensus on the likeliest frequency each
activity 91 will occur in a predetermined time period, e.g., 52
weeks (block 525), as shown in the exemplary single-function
activity frequency analysis table illustrated in FIG. 51.
[0157] Using, for example, an example LUGI/KSB table illustrated in
FIG. 52 and an exemplary live exercise LUGI/KSB template form 393
illustrated in FIG. 53, a live exercise can be provided (block 527)
to educate the process development team members to define skills
sets for each role 201 using the concepts previewed in the resource
availability and man-hours workshop. The process development team
members can then, using the LUGI/KSB template form 393, define
learn, use or apply, guide or educate, and innovate or shape
achievement levels to define each roles competency in terms of
provable knowledge, demonstrable skills, and exhibited behavior by
achievement level.
[0158] After the final versions of the competency levels tables are
achieved preferably using the workshop process of individual
contribution and collective agreement (block 529), described
previously, the process development representatives can access an
online self-evaluation form such as, for example, the role
competency template form 295 (FIG. 28), to enter the learn, use,
guide, and innovate information for each of the roles 201 (block
531). The process development team members are then asked to
perform a self-evaluation against the learn, use, guide, innovate,
knowledge, skill, behavior information (block 533), for example,
using a competency level table/template (self-evaluation) form 243
such as that illustrated in FIG. 26. Advantageously, the competency
level self-evaluation form 243 can allow for ready selection, for
example, of one of four stages to allow for quick standardized
evaluations and provide organization members an opportunity to
indicate interest in the role 201. If interest is indicated, the
organization member can be added to the potential resource supply
pool for the particular role 201. Correspondingly, the
self-evaluations can advantageously be used to provide a baseline
for personal development plans and support assignment of members to
the roles 201. That is, identified as qualified to assume a role
201, individual transition plans can be developed based on
organization member availability beyond current assignments to
support personal development plans which can be implemented to
close skills gaps. Advantageously, results of the self-evaluations
indicating competency level and interest can be viewed using, for
example, an online role competency report form 305 (FIG. 29).
[0159] Upon completion, and preferably before beginning the next
workshop, the transition team members should then perform a quality
check on the role competencies and activity frequencies. Note,
according to an embodiment of the present invention, to relieve the
workload on the process development representatives, a process
development competency lead (or mentor) can be selected for each
process development team to perform the function of producing and
entering online the final versions of the competency table
information. The competency leads are highly knowledgeable in their
competency and can provide guidance to the team specialists who are
required to demonstrate their particular competency in their
respective roles. Note also, as organization members develop or
improve their skills, their respective "stage" competency rating
can progress from the first stage to the fourth stage.
[0160] As shown in FIGS. 54 and 55, according to an embodiment of
the present invention, the fifth workshop is a lessons learned
workshop which can function to train each of the process
development team members to acquire and understand insights of the
process development team members to thereby improve the
organization realignment process based upon shared observations of
the participants.
[0161] As with the previously described workshops, the transition
team members can access online presentation templates (not shown),
modify the templates, and schedule the lessons learned workshop
(block 541), and then conduct the workshop (block 543). Through
presentation and discussion the transition team members can provide
the process development team members workshop objectives (FIG. 55),
recap current accomplishments, and prepare selected organization
members to finalize the transition process, to thereby develop
individual transition plans to transition organization members out
of current obligations and into a respective new role or roles
needed to perform a newly identified task. The transition team
members can use the presentation and/or discussion to stress the
importance of providing feedback to be used to improve
reorganization of other sections, divisions, or related companies,
and where practical, to modify the process, tools, and system 30.
The lessons learned are then documented (block 545) for compilation
by the transition team members and for review by management.
Further, continuously through use of the online website, the
transition team members can remotely monitor data input to thereby
prioritize and direct follow-up activities.
[0162] According to an implementation of an embodiment of the
present invention, lessons learned obtained after the activity
analysis workshop included: the need to ensure greater focus is
given to explaining the expectations of the work required when
assigned to a process development member team, the need to
emphasize the importance of facilitation when meeting in groups,
the need to state that it is "ok" to not have information on all
activities when meeting in groups otherwise a lot of time may be
wasted on creative writing, and the need to perform individual
analysis before meetings. Lessons learned obtained after the task
and roles analysis workshop included the need to present the big
picture of how tasks and roles feed into LUGI/KSB tables and
workload planning. The lessons learned obtained after the resource
availability and role man-hours workshop included the need to
specify whether elapsed time is used in determining time durations.
The lessons learned obtained after the role competencies and
activity frequency workshop included an acknowledgment of the
benefit of rotating team members when having meetings to define the
LUGI/KSB information. Other general lessons learned included the
need to have a facilitator in group meetings who does not belong to
the process development team, the need to use simple words rather
than acronyms, the need to begin workshops by providing feedback
from the previous workshop, and an acknowledgment of the benefit of
meeting in teams for brainstorming.
[0163] As shown in FIG. 56, according to an embodiment of the
present invention, the results of the online web page forms provide
data for calculating a skills gap in transitioning to the new
organization structure with the skills gap being defined as the
difference between the aggregate demand and qualified supply,
described previously. That is, a method of realigning an
organization structure can include determining a total demand on
each role 201 based on associated tasks 191 each role 201 is
responsible for performing across all associated functions 89 and
activities 91, to thereby define an aggregate demand (block 561).
The individual demand on a role 201 can be calculated by
multiplying the time it takes (time duration) to perform a task 191
it is "responsible" for with the number times (frequency) that the
task 191 takes place over a preselected time period, e.g., 52
weeks. The sum of each such time duration-frequency product for
each associated task 191 provides the aggregate demand for the role
201.
[0164] The demand estimate report template form 353 shown in FIG.
33 illustrates an exemplary template for estimating demand on each
role 201 within each function 89. The demand calculation uses the
number of hours required of each role 201 to perform assigned tasks
191 within the activities 91 of each function 89. The total number
of hours, e.g., 3,888, is then divided by the assignable hours in a
day for the role 201, e.g., 5.4 hours, to be converted into the
number of days demand 355 for the role 201, e.g., 720 days. In
response to the calculation of the number of days demand 355, the
workload is then distributed across the example 52-week (360 day)
period of time to determine the number of resources required, e.g.,
two personnel. The aggregate demand estimate report form 361 shown
in FIG. 34 illustrates a template for presenting the demand
aggregation for each role 201. The aggregation is made for each
role 201 based on the workload demand in each function 89
illustrated in FIG. 33. Note, according to the illustrated
embodiment, the time duration of the tasks 191 are based on an
hourly unit of time measure. Correspondingly, according to the
preferred embodiment of the present invention, the value can be
converted to days using, e.g., a table or matrix that factors in
the type of role 201 such as, for example, the major participants
man-hours template form 343 illustrated in FIG. 32. The following
calculation can be executed or otherwise employed to determine
demand on each of the roles 201 to thereby determine a number of
human resources required:
R=(H/T)/D;
[0165] where R is the total number of human resources required, H
is the total number of hours required by each role 201 to perform
each assigned task 191, e.g., 3,888 hours, T is the total average
assignable hours per unit of time, e.g., 5.4 hours per day, and D
is a preselected unit of time to perform the tasks 191, e.g., 52
weeks.
[0166] The method also includes determining a number of qualified
personnel having a required competency available to fulfill each
one of the roles 201 to thereby determine a qualified resource
supply (block 563). An estimate for the qualified supply can be
calculated using, for example, the qualified supply template 333
illustrated in FIG. 31. A role competency report form 305
illustrated in FIG. 29 can also be provided. The role competency
report form 305 can advantageously include indicia of both interest
and competency of evaluated organization members in performing the
roles 201. The method further includes determining a skills gap in
transitioning to the new organization (block 565). An exemplary
template for performing a skills gap analysis for an organization,
i.e., calculating the difference between the aggregate resource
demand and qualified resource supply, is illustrated in FIG.
35.
[0167] This data, along with resource commitment data, such as, for
example, that illustrated in FIG. 30, can be used to determine
resource requirements (block 567) defining a resource requirements
gap. The resource requirement gap can be filled via internal
training, external recruitment, or both. Where skills do not exist
or are not available internally, external recruitment may be
necessary. Resource requirements identified for an organization are
founded based on the skills gap analysis. In mapping roles 201 to
qualified supply, a management decision can be made to transition
appropriate personnel to fulfill the roles 201. This can provide an
impetus for developing individual transition plans to ensure a
smooth transition out of the current obligations and into the new
role. Individual transition plans can be developed (block 569) as
part of the implementation process of the transition plan.
Supporting data for determining internal resource requirements can
be based on resource commitment data such as, for example, that
illustrated in FIG. 30 and role competency data such as, for
example, that illustrated in FIG. 29 which is derived from the
competency self-evaluations. As an extension to the individual
transition plans, personal development plans can also be formed or
otherwise incorporated (block 571), which can be based on the
different stages of competencies of the organization members in
respective roles 201.
[0168] According to an embodiment of the present invention, having
analyzed the new organization structure, having determined a skills
gap between that required for the new organization structure as a
function of aggregate demand and qualified supply and the
determined resource requirements for the new organization structure
as a function of qualified resource supply developed from the
self-evaluation results and resource availability, management can
initiate a recruitment process which includes implementation of the
individual transition plans. Further, organization members
implement the transition plan to the new organization structure
using the developed activity level process maps.
[0169] It is important to note that while the foregoing embodiments
of the present invention have been described in the context of a
fully functional system and process, those skilled in the art will
appreciate that the mechanism of at least portions of the present
invention and/or aspects thereof are capable of being distributed
in the form of a computer readable medium in a variety of forms
storing a set of instructions for execution on a processor,
processors, or the like, and that embodiments of the present
invention apply equally regardless of the particular type of media
used to actually carry out the distribution. Examples of the
computer readable media include, but are not limited to:
nonvolatile, hard-coded type media such as read only memories
(ROMs), CD-ROMs, and DVD-ROMs, or erasable, electrically
programmable read only memories (EEPROMs), recordable type media
such as floppy disks, hard disk drives, CD-R/RWs, DVD-RAMs,
DVD-R/RWs, DVD+R/RWs, HD-DVDs, memory sticks, mini disks, laser
disks, Blu-ray disks, flash drives, and other newer types of
memories, and certain types of transmission type media such as, for
example, digital and analog communication links capable of storing
the set of instructions.
[0170] As shown in FIGS. 1-56, embodiments of the present invention
also include a computer readable medium that is readable by a
computer to realign an organization structure. For example,
according to an embodiment of the present invention, a computer
readable medium includes a set of instructions that, when executed
by a computer, such as, for example, server 35, cause the computer
to perform the operation of providing a plurality of organization
analysis web pages or other electronic forms associated with an
organization realignment web site to capture data used to analyze
and define functions 89, activities 91, tasks 191, and roles 201,
forming a new organization structure developed by a plurality of
organization members defining process development team members to
thereby provide a repository of such data, and to provide access to
the data by organization member participants during transition
development between the old organization structure to the new
organization structure to encourage learning, promote a sense of
ownership, and encourage full involvement in realigning to the new
organization structure. The instructions also include those to
perform the operations of providing a plurality of resource
determination web pages or other electronic forms associated with
an organization realignment web site to determine a qualified
supply of resources available to the new organization structure.
The resource determination web pages or forms include at least one
role competency self-evaluation web page form used to evaluate
organization members competency in performing roles 201 identified
to perform associated tasks 191 supporting activities 91 under each
respective one of a plurality of functions 89. The instructions
also include those to perform the operation of and providing at
least one requirements web page or other electronic form associated
with the organization realignment web site to determine a skills
gap and a resource gap between resources demanded by the new
organization structure and the qualified supply of resources.
[0171] More particularly, according to an embodiment of the present
invention, a computer readable medium includes a set of
instructions that, when executed by a computer, cause the computer
to perform the operations of providing an online functions and
activities template form such as form 87 (FIG. 6) having multiple
input fields to receive user input data indicating a name of each
function 89 according to a new organization structure and a name of
each of one or more activities 91 under each function 89, and
storing the functions 89 and activities 91 in a database, e.g.,
database 41, accessible to an online communication network 33 to
allow access by a plurality organization members defining of
process development team members. The instructions can also include
those to perform the operation of providing a suggested activity
analysis input web page form 99 accessible to the process
development team members to separately enter a suggested activity
analysis for each selected activity 91 associated with a selected
function or functions 89, allowing for the assembly of activity
analysis suggestion data for each of the activities 91 under the
selected function or functions 89. The suggested activity analysis
input web page form 99 has activity analysis attribute input fields
adapted to receive user input data indicating a description of the
activity attributes for a selected activity 91. The instructions
can also include those to perform the operation of alerting online
a process development representative associated with the selected
function 89 of a posting of a respective activity analysis
suggestion for the selected activity in response to activity
analysis suggestion form submission.
[0172] According to an embodiment of the present invention, the
instructions can include those to perform the operations of
providing a finalize activity analysis input web page form 145
(FIG. 16) accessible to the process development representatives to
separately enter a finalized activity analysis for each selected
activity 91 of a selected function 89 to post a finalized activity
analysis for each activity 91. Similar to the suggested activity
analysis input web page form 99, the finalize activity analysis
input web page form 145 has input fields adapted to receive user
input data indicating a description of activity attributes for a
selected activity 91. The input fields can include a description of
the activity, a trigger initiating the activity, a first activity
process task that begins the activity, a last activity process task
that ends the activity, at least one activity process input, at
least one activity process output, supplier of activity process
input, and customer of activity process output. The finalize
activity analysis input web page form 145 can also include input
fields to enter activity frequencies for preselected complexity
categories representing, for example, the categories of difficult,
normal, and easy. Both the finalize activity analysis input web
page form 145 and the suggested activity analysis input web page
form 99 can be in the form of a template as known to those skilled
in the art, which when related to a specific selected activity 91
provides received data to a data record associated with that
selected activity 91.
[0173] Advantageously, the process development representative can
review suggested activity analysis using a web page form such as,
for example, the view all suggestions web page 123 (FIG. 13) to
help formulate the finalized activity analysis. The instructions
can also include the operations of storing each finalized activity
analysis in database 41 in response to posting each finalized
activity analysis to thereby allow multi-party access to each
finalized activity analysis, and alerting online each preselected
organization member of the posting of each respective finalized
activity analysis to solicit comment and thus, enhance development
of the finalized activity analysis. The instructions can further
include those to perform the operation of providing a finalized
activity analysis web page 113 (FIG. 11) including a final analysis
provided by the associated process development representative, and
a write comments web page (not shown) or write comments text entry
field 129 (FIG. 14). In response to the notification, a user such
as, for example, the process development team members or other
interested organization members, can initiate display of a
finalized activity analysis web page 113 to view the finalized or
otherwise agreed upon attributes of the selected activity 91, can
initiate display of the view all suggestions web page 123 to review
suggested activity analysis entered by other process development
team members, and can initiate display of the write comments text
entry field 129. The associated process development representative
can again be provided access the finalize activity analysis input
web page form 145 to revise the finalized analysis for that
activity 91 in response to the comments directed to a particular
activity 91.
[0174] According to an embodiment of the present invention, the
instructions can include those to perform the operations of
providing to each process development team members a suggested task
analysis input web page form similar to the task and role
assignments web page 163 (FIG. 17) to enter one or more tasks 191
separately for each associated activity 91 and to assign roles 201
thereto. The suggested task analysis input web page form can have
an input field or fields providing for separate entry of multiple
tasks associated with a selected activity 91 to form a suggested
task list required to perform the selected activity 91 and an input
field or fields to associate at least one role 201 thereto. The
instructions can also include those to perform the operations of
storing each suggested task list in a database 41 accessible to the
online communication network 33 in response to the posting of each
respective suggested task list to thereby allow access to each
suggested task entered by each one of the process development team
members by the other of the plurality of process development team
members, and alerting online the process development representative
associated with the selected activity 91 of a posting of a
suggested task list to thereby notify the process development
representative that a new (updated) suggested task list analysis
for the selected activity 91 has been posted.
[0175] According to an embodiment of the present invention, the
instructions can include those to perform the operation of
providing to each process development representative a finalized
task analysis input web page form similar to the task and role
assignments web page 163 (FIG. 17) to separately enter one or more
tasks 191 and to assign roles 201 to the tasks 191 for each
selected activity 91 to thereby receive a finalized task list for
the activity 91 such is that shown in FIG. 12, 17, or 21. The
instructions can also include those to perform the operation of
storing each finalized list of tasks 191 and each role 201 for each
associated task 191 for the selected activity 91 in the database 41
in response to posting each respective finalized list of tasks to
thereby allow multi-party access to each finalized task list and to
each role 201. Similar to the suggested task analysis input web
page form, the finalized task analysis input web page form can have
an input field or fields providing for entry of each task 191
associated with a selected activity 91 and an input field or fields
to associate at least one role 201 thereto. Both the suggested task
analysis input web page form and the finalized task analysis input
web page form can be in the form of a template, as known to those
skilled in the art, which when related to a specific selected
activity 91 provides received data to a data record associated with
that selected activity 91. Further, the instructions can also
include those to perform the operations of providing an online task
entry template form, e.g., web page form 183 (FIG. 18) in response
to selection of an associated field or link to enter a task 191,
and providing a similar web page form (not shown) in response to
selection of an associated field or link to associate one or more
roles 201 with each of the tasks 191.
[0176] According to an embodiment of the present invention, the
instructions can include those to perform the operation of
providing a role responsibility level input web page form, e.g.,
template form 195 (FIG. 19), having an input field or fields 197,
e.g., accountable, responsible, consult, and inform, providing for
entry of a required responsibility level associated with each task
and role combination and indicating a role interaction required to
complete each task, and can include those to perform the operation
of assigning each task and role combination a required
responsibility level. The instructions can also include those to
perform the operation of providing an online role complexity and
time durations web page form, e.g., template form 205 (FIG. 20)
having complexity input fields 207 to receive and to assign a time
duration for each corresponding complexity category, e.g., high,
medium, and low, to a preselected responsibility level. According
to an embodiment of the present invention, the instructions can
further include those to perform the operation of alerting online
each preselected affected or otherwise interested organization
member of the posting of each finalized task list in response to
the posting of each respective finalized task list to thereby
solicit comment from the preselected organization members, the
operation of providing an online comment form (not shown) including
an input field to receive user input data indicating a comment
directed to at least one version of a task list and assigned roles,
the operation of providing data to display each suggested task list
posted by the process development team members to thereby enhance
comment formulation, and the operation of providing to the process
development representative associated with the selected activity 91
online notification of each comment directed to an associated task
list and assigned roles in response to comment posting by each
respective organization member.
[0177] According to an embodiment of the present invention, the
instructions can include those to perform the operation of
providing an online role competency suggestion template form
similar to self-evaluation web page form 243 (FIG. 26) having role
competency attribute input fields adapted to receive user input
data indicating role competency attributes to thereby separately
assemble role competency suggestion data for each selected role
201, and those to perform the operation of providing an online role
competency template form 295 (FIG. 28) having role competency input
fields adapted to receive user input data indicating role
competency attributes to thereby assemble finalized role competency
data to develop a separate online role competency self-evaluation
form for each selected role 201. The plurality of input fields 297
of the online role competency template form 295 can provide
elements editable to describe an array of competency levels
representing provable knowledge, demonstratable skills, and
exhibited behavior or attitude according to achievement levels
representing the following: learn, use or apply, guide or educate,
and innovate or shape, defining competency level self-evaluations
table elements for each respective role 201. Correspondingly, the
required competency level can be determined by analyzing each of
the roles 201 to determine required knowledge, skill, and behavior
or attitude according to the following achievement levels: learn,
use or apply, guide or teach, and innovate or shape. Such data is
used to form a final version of the self-evaluation web page form
243 for each role 201 to be used to perform a separate
self-evaluation by each process development team member and/or
other organization members.
[0178] The instructions can also include those to perform the
operation of providing the online role competency self-evaluation
web page form 243 including achievement evaluation selection input
fields 261, 263, 265, 267, to indicate a self-evaluated competency
level and a role interest input field 260 to enter an indication of
interest in the role under self-evaluation. The instructions can
further include those to perform the operations of compiling the
role competency self-evaluation results data in response to at
least one role competency self-evaluation, and providing an online
role competency self-evaluation results report, e.g., role
self-evaluation report web page 283 (FIG. 27), indicating results
of the self-evaluation. The online role competency report can have
a plurality of role competency output fields indicating
qualification for and interest in each of the roles 201 by each of
the process development team members and/or other organization
members to thereby display a qualified resource supply for each of
the roles 201 to support assignment of organization members to the
roles 201.
[0179] According to an embodiment of the present invention, a
computer readable medium can include instructions that when
executed by a computer, perform the operations of receiving a
plurality of activities 91 to support major functions 89 of a new
organization structure in response to user input, and receiving a
listing of a plurality of tasks 191 and associated roles 201 to
accomplish for each of the activities 91 also in response to user
input. The instructions also include those to perform the operation
of calculating a sum of products of a time duration to perform each
associated task 191 and an aggregate frequency of the respective
task 191 to determine a total demand on each role 201 based on
associated tasks 191 each role 201 is responsible for performing
across associated functions 89 defining an aggregate resource
demand, the operation of determining a number of qualified
personnel having a required competency level and availability to
fulfill each one of the plurality of roles to thereby determine a
qualified resource supply, and determining a skills gap in
transitioning to the new organization structure in response to role
identification, aggregate resource demand, and qualified resource
supply, to thereby enhance organization transition planning.
[0180] The instructions to perform the operation of determining the
qualified resource supply can include those to perform the
operation of providing a resource allocation input web page form,
e.g., resource commitment template form 323 (FIG. 30), 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 organization members and/or perform the operation of providing
a master resource allocation table (not shown) including current
assignment planned completion dates and projected absences to
thereby summarize availability of each organization member based on
current assignment planned completion dates and scheduled absences
to determine and allocate required resources. The instructions can
include those to perform the operation of providing a qualified
resource supply template, e.g., the role competency report form 305
(FIG. 29) and/or qualified supply template 333 (FIG. 31), to
thereby display an available qualified supply of personnel for each
respective one of the roles 201. The instructions can also include
those to perform the operation of providing online assignable
man-hour determination form, e.g., form 343 (FIG. 32), including a
table having roles 201 identified as organization realignment
participants related to activities 91 to thereby determine an
average number of assignable hours per day for each of the
organization realignment participants and/or other organization
members.
[0181] According to an embodiment of the present invention, the
instructions to perform the operation of determining an aggregate
resource demand can further cause the computer to perform the
operations of providing a demand estimate template web page, e.g.,
demand estimate report template form 353 (FIG. 33), to display
demand for each one of the roles 201 within the each one of the
functions 89, determining aggregate demand for each of the roles
201, and providing a demand aggregation web page form, e.g.,
aggregate demand estimate report form 361 (FIG. 34), to display
aggregate demand for each one of the roles 201, to thereby enhance
resource development management. The instructions to perform the
operation of determining an aggregate resource demand further cause
the computer to perform the operations of determining demand on
each one of the roles 201 within each one of the functions 89
including calculating the number of human resources required as a
factor of the total number of hours required by each role 201 to
perform each assigned task 191 divided by the total average
assignable hours per unit of time and a preselected unit of time to
perform the tasks 191, and determining the time duration of the
tasks 191 using a table or matrix having quantities separately
identified for each type of role 201, such as those shown in table
209 (FIG. 21). The instructions can also or alternatively include
those to perform the operation of compiling the demand estimate for
each of the roles 201 to provide the demand estimate report form
353 indicating a number of resources required per day for each of
the roles 201 to perform assigned tasks 191 within activities 91 of
each of the functions 89 in response to the estimated number of
hours required of each role 201 to perform assigned tasks 191
within activities 91 of each of the functions 89 and the determined
average number of assignable hours per day for each of the roles
201. The operations can also include determining an estimated
number of days required for each role 201 to perform assigned tasks
191 within each activity 91 to thereby determine the demand
estimate defining a number of resources required for each role 201
to perform activities 91 of each one of the functions 89.
[0182] According to an embodiment of the present invention, the
instructions can also include those to perform the operations of
determining a resource requirement gap for the new organization
defined as a difference between resource requirements and qualified
resource supply. The qualified resource supply determination, for
example, can include the operation of determining a number of
organization members for each role 201 having predetermined
competency level data extracted from a self-evaluation table, e.g.,
self-evaluation form 243 (FIG. 26) 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 201 having a predetermined competency level and indicating an
interest in the respective role 201. The operations can also
include forming individual transition plans for each organization
member which can map each one of the organization members to a
selected role or roles 201 in response 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.
[0183] According to an embodiment of the present invention, the
instructions can also include those to perform the operations of
providing a project initiation request form (not shown) to
facilitate assignment of accountabilities, providing a project
change request form (not shown) 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 (not shown) to
display indicate planned deliverables and identify accountable
personnel for each task 191.
[0184] Embodiments of the present invention also include a computer
memory element containing, stored in signal bearing media, a
database containing data in computer readable format. For example,
according to an embodiment of the present invention, a database,
e.g., database 41, can include data indicating a plurality of
functions 89 for a new organization structure, data indicating a
separate plurality of activities 91 associated with and supporting
each one of the plurality of functions 89 of the new organization
structure, data indicating a separate listing of a plurality of
tasks 191 and associated roles 201 for each one of the plurality of
activities 91, data indicating a total demand on each role 201
based on associated tasks 191 each role 201 is responsible for
performing across associated functions 89 defining an aggregate
resource demand, data indicating a number of qualified personnel
having a required competency level and available to fulfill each
one of the plurality of roles 201 indicating a qualified resource
supply, and data indicating a skills gap in transitioning to the
new organization structure. Note, according to an embodiment of
present invention, the data indicating a plurality of activities 91
can indicate a finalized activity analysis for each of the
plurality of activities 91, and/or the data indicating a plurality
of tasks 191 and associated roles 201 can indicate a finalized list
of tasks 191 for each of the plurality of activities 91 along with
at least one role 201 for each associated task 191.
[0185] According to various embodiments of the present invention,
the database 41 can include various combinations of data such as,
for example, data indicating a separate plurality of role
competency attributes for each of the roles 201, and data
indicating user interest in each of the roles 201 by each of a
plurality of organization members. The database 41 can include data
indicating a plurality of role competency attributes including data
to describe an array of competency levels representing, e.g.,
provable knowledge, demonstratable skills, and exhibited behavior
or attitude, according to achievement levels representing, e.g.,
learn, use or apply, guide or educate, and innovate or shape,
defining competency level self-evaluations table elements for each
respective role 201. The database 41 can also include data
indicating a required responsibility level for each task and role
combination, data indicating a time duration for each of a
plurality of categories of complexities for each task and role
combination, data indicating a separate plurality of comments
directed to each of the plurality of finalized activity analysis,
and data indicating a separate plurality of comments directed to at
least one version of each of the plurality of tasks 191 and
associated roles 201.
[0186] The database 41 can include data indicating a plurality of
activities analysis suggestions indicating a corresponding
plurality of suggested activity analysis for each of the plurality
of activities 91, and data indicating a plurality of task list
suggestions indicating a corresponding plurality of suggested tasks
191 and associated roles 201 to accomplish each of the activities
91. The database 41 can include data indicating a description of
availability of each of a plurality of organization members
including data indicating current projects and obligations for each
respective organization member used to determine the qualified
resource supply, and data indicating individual transition plans
for each of a plurality of organization members associated with
qualified resource supply data through a plurality of competency
self-evaluations and resource availability data from a plurality of
resource availability evaluations. Advantageously, each individual
transition plan can map each one of the plurality of organization
members to a selected role or roles 201.
[0187] Note, the computer memory element can include but is not
limited to the various volatile and non-volatile forms of memory
used in conjunction with a computer or processor such as, for
example, hard-coded type media such as read only memories (ROMs),
CD-ROMs, and DVD-ROMs, or erasable, electrically programmable read
only memories (EEPROMs), recordable type media such as floppy
disks, hard disk drives, CD-R/RWs, DVD-RAMs, DVD-R/RWs, DVD+R/RWs,
flash drives, and other newer types.
[0188] According to an embodiment of the present intention, an
online website can capture and report out the necessary information
and, equally important, provide transparent access to all
participants to all contributions throughout the transition. The
online web technology can provide a central repository for data
developed by process development team members and encourage
interested organization members who may not be members of the
process development team to review and comment on contributions
using a familiar technical environment. Web page forms can be
provided to ensure data is presented uniformly for all functions,
activities, tasks, roles and competencies. Advantageously, the
website design can, for example, provide flexibility with features
like a pull-down list to which new roles can be added, RACI codes
can be assigned, and in which LUGI-type self-assessments can be
performed. According to an embodiment of the present invention,
akin to SAP Workflow, an additional feature, automated online
notification capability, e.g., via e-mail or pop-up windows, is
designed into the website, which, advantageously, can accelerate
on-line review of newly posted data to thereby ensure appropriate
parties are automatically notified when certain updates are made to
the data presented by the website. Further, according to an
embodiment of the present invention, authorization profiles have
been designed into the website to ensure only preselected
organization members, e.g., process development representatives,
can enter final versions, while still allowing other authorized
organization members to provide comments. Advantageously, the
ability of transition team members to remotely monitor data input
via the website prioritizes and steers follow-up activities.
[0189] This application is a divisional of U.S. patent application
Ser. No. 13/304,168, titled "Computer Readable Medium and Program
Product for Facilitating Organization Transition and Realignment"
filed on Nov. 23, 2011, which is a divisional of U.S. patent
application Ser. No. 11/605,915 (now U.S. Pat. No. 8,073,724),
titled "Systems, Program Product, and Methods for Organization
Realignment" filed on Nov. 29, 2006, which claims priority to and
the benefit of U.S. Provisional Patent Application No. 60/741,683,
titled "Systems, Program Product, and Methods for Organization
Realignment" filed on Dec. 2, 2005, the contents of each which are
incorporated herein by reference in its entirety.
[0190] In the drawings and specification, there have been disclosed
a typical preferred embodiment of the invention, and although
specific terms are employed, the terms are used in a descriptive
sense only and not for purposes of limitation, the scope of the
invention being set forth in the following claims. The invention
has been described in considerable detail with specific reference
to these illustrated embodiments. It will be apparent, however,
that various modifications and changes can be made within the
spirit and scope of the invention as described in the foregoing
specification.
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