1. HR strategy at at your company
Your company has grown.
This requires changes regarding HR
administration.

2. Some important facts
• The strength of a company is based on its
strategy and employees.
• The demand for HR changes over time.
• A change in HR must involve all employees.
• As a rule, no one is in excess unless the
individual makes him or herself so.
• You cannot govern what you cannot measure.

3. The change process
We know our potential and aim as a
company to have top motivated and
skilled employees in every position.

4. The usual organization
Org/fag
enhet
n
CA B
Employee
Manager Employee Employee
Organization unit
Connection
Position
Title

5. Organization structure to be
Organization
unit
1 2 3 4 5
1 n
CA B
Role Employee
Organization unit
Requirement
Requirement ref.
Work
1. Coordinator
2. Mailing and billing
3. Secretary
4. Consultant
5. +++

6. Some definitions
• Task: A challenge resulting in a customer billing or one
supporting the company.
• Role: A resource capable to perform a set of tasks
defined by the role description.
• Employee: A person, receiving salary to fulfill one or
more role-definitions.
• Production: An employees ability to generate results.
• KPI (Key Performance Indicator). An objective reference
for the expected production.
• Actions: Time limited actions started by diversions
from the KPI’s or due to other requirements.

7. The model
TerminateHire
Activity
monitoring
Work
conditions
Result
Production
Employee
actions
Empl. loop Production Action loop
Competence
building
YesAction
?
No

8. The supporting program
• A tool for with independant modules for
model performance, HR, Competence and
Certificates.
• Can be used in different ways to fit the
development and evolution of the company.
• Will be delivered as a single user tool when
the development package is bought.
• Can be bought as a multi user solution.