ORGPLAN: ORGCHARTS & HCM

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OrgPlan HCM

HCM systems go beyond recording payroll and salary: increasing productivity is the ultimate goal. The central theme is the optimal occupation of jobs in the (near) future. The right people need to be deployed at the right time. This is achieved through intake (recruitment), flow (training) and outflow.

OrgPlan HCM provides a number of solutions to achieve this goal, such as succession planning, learning management, educational planning, and personal budgeting. Both the desired and the realized situation can be registered. Data is retrieved, extrapolated and plotted along the time axis. You can edit the contents of the plan to your heart's content. The results can then be shared with the administration in the MSS environment.

HR Planning - is about the future organization that is being pursued. HR takes the lead.
This complex process includes the following components:

Position Planning - Here is an overview of the future organization. What does the structure look like? Which functions are included? And which formation is desired? In fact, it affects the desired organization without the people

Job Description - An important next step, both informal (to find the right people) and formal (to take legal positions). Employers and employees need to know what they can expect from each other.

Succession - The idea is that key positions should never be left vacant. Therefore, suitable candidates must be addressed in good time and prepared for their new challenges.

Intake, flow and outflow - The final step is completion. Now it's about the people. Who flows in, out or through? In fact, a kind of chess game. Each movable door leaves an empty space. Therefore it makes sense to have a pool of suitable inflows and transfer funds.

HR Budgeting - aims not only to predict but also to budget staffing costs. Personnel is usually the biggest cost factor of the company. All the more so to keep this under control. The financing usually takes over the leadership.

OrgPlan can estimate the personnel costs for the budget year at any time:

  • far in advance, based on the education plan (long-term plan),
  • in advance, at the beginning of the financial year (budget),
  • during the financial year (best-estimate) and
  • after that, after the end of the financial year (recalculation).

In all cases, the same calculation method is used. However, the results become more reliable over time.

Prepare budget - The budget preparation takes place before the budget year. Of the various future scenarios, one is chosen as "most desirable". This will serve as a budget. Both FTE and money can be measured

Track Budget - As soon as the budget has been approved and the budget year has started, monthly (via the Connector) roles are rolled up. Budget tracking is the continuous comparison of budgets with actuals to get a gap analysis that can be customized.


HR Analytics - HR analytics, HR metrics, management information, etc. It's all for managers. It is available in many shapes and sizes. However, there are a number of issues that make OrgPlan HR Analytics unique:

  • Managers only see their own people.
  • Data can come from multiple systems: human resources, payroll, LMS, health and safety, etc.
  • Data also relates to the future.
  • Easy-to-use ad-hoc reports.
  • Many report forms: tables, (color) graphs, and heathmaps.
  • Additional analysis options by moving or editing the data.

Budget Monitoring - These features are all important in the context of budget monitoring. It is a managers task to control the budget. This seems easier than it is because there are complications:
This month may be above budget, but what will the total be?
Absences in combination with external hires are particularly costly, but the manager is not to blame for lack of time (illness, maternity leave, sales).
If budget overruns threaten, action must be taken. But what options are there and how do they work out?