Building a resilient workforce in a changing world
In an environment marked by rapid technological advances, economic pressures, and talent scarcity, achieving effective transformation is more essential—and more challenging—than ever. Organizational change initiatives often fail due to misaligned processes, internal resistance, or poor planning, resulting in high costs and lost momentum.
A successful transformation requires a clear strategy that brings everyone on board, understands both internal and external moving parts, connects people and skills to work priorities, and aligns strategic vision with operational realities.
70%
of organizational change initiatives don’t meet their goals
18 months
Typical timeframe within which cost savings are often erased due to inefficiencies
Only 19%
of HR leaders feel ready to tackle current talent shortages
Key challenges to transformation
The journey to effective workforce transformation involves navigating numerous complex, often hidden challenges. Without the right technology, processes and insights, many initiatives stall or fail, leaving organizations with high costs, inefficiencies, and unmet goals.
- Fragmented data and limited visibility:Workforce data often exists in silos, spread across multiple systems, making it difficult to gain a unified view.
- Reliance on manual processes:Data and plans are often scattered across spreadsheets and presentations, increasing the risk of error and inefficiency. Manual processes slow down decision-making and make it harder to keep pace with transformation demands.
- Focus on the people rather than the work: Achieving organizational effectiveness means having the right people, with the right skills, doing the right work. Without understanding how these elements relate, it’s challenging to build a workforce that can adapt and grow.
- Short-term focus with limited future insight:Organizations often operate with visibility only into the immediate future, resulting in reactive “fire-and-rehire” tactics that don’t deliver lasting results.
- Lack of alignment across HR, Finance, and business leaders:Successful transformation requires cross-functional collaboration, with everyone looking at the same data and metrics. Aligning HR and Finance is crucial to achieving true transformation success.
- Absence of a clear methodology:Many organizations lack structured processes for organizational design and workforce transformation. Having the right approach, technology, knowledge, and accountability is key to consistent results.
- Limited stakeholder buy-in:Gaining senior leaders’ commitment is crucial for meaningful traction. Without their understanding of the strategic value, transformation efforts struggle to achieve lasting impact across the organization.
Introducing Orgvue
Orgvue is an organization design and workforce planning platform that gives leaders the clarity, control, and insights needed to make transformation truly effective.
By bridging the gap between strategic goals and operational execution, Orgvue empowers organizations to build resilient, data-driven structures designed for sustainable growth.
By creating a unified view of workforce, operational and financial data, Orgvue enables HR and Finance to work together, making transformation a shared, achievable objective.
Why Orgvue works
- Consolidated data in one single platform: Orgvue consolidates data from various sources—including spreadsheets, HR systems, and Finance platforms—into a single source of truth, offering a comprehensive view of workforce structure, skills, costs, contingent workforce, etc.
- Comprehensive platform for design, planning and execution: Orgvue provides a centralized space to manage each phase of workforce transformation, from visualizing and designing to implementation and monitoring. This eliminates reliance on disconnected tools, reducing errors and improving efficiency.
- Enhanced speed and operational efficiency: Orgvue’s technology accelerates transformation processes, reducing the time spent on manual tasks and enabling quicker, data-driven responses to workforce demands.
- A holistic view of the organization: Orgvue connects work, people, and skills, looking beyond headcount to analyze the work being done and the skills required. This integrated approach helps identify gaps and make strategic decisions with precision.
- Dynamic visualizations for strategic conversations: Orgvue’s real-time visuals bring workforce metrics to life, providing HR leaders with powerful tools for stakeholder engagement. Leaders can showcase the impact of changes instantly, building buy-in and aligning teams with Finance and business goals.
- Built-in methodology and expertise for sustainable transformation: Orgvue is more than just a transformation platform; we bring a structured methodology and proven expertise to embed transformation best practices into everyday business processes, ensuring that change is sustained over the long term.
There are different approaches to transformations
Wherever you are in your transformation journey, Orgvue gives you the flexibility to plan for both immediate and future needs. The first step is about establishing control over your business with a solid data foundation. By establishing a real-time view of how your organization is evolving, you can build the habit of anticipating your next steps. If you haven’t built this foundation yet, there’s no better time to start.
Once you’ve secured this foundation, you’re ready to connect strategic planning to daily operations. At this stage, the focus broadens to a forward-looking view of the organization, taking into account future skill needs, work projections, and other factors that drive long-term success, while planning actions to address any gaps.
| Overcome barriers with operational control (12–18-Month Planning Cycle) | Connect strategic planning to operational reality (Longer term horizon) |
|---|---|
| Establish a baseline: Provide a single version of the truth for a unified view of the organization. | Build a job architecture foundation: Develop a structure that supports strategic planning and enables long-term workforce development. |
| Future-focused insight: Anticipate emerging inefficiencies and risks, taking a proactive approach to transformation. | Anticipate workforce impact: Analyze how work changes affect skills requirements, identifying gaps to support both current and future needs. |
| Track organizational changes: Gain clarity on workforce shifts over time and link them to budget, targets, and strategic plans. | Align supply and demand: Plan gap-closure actions and monitor the success of workforce plans against organizational goals. |
How it works
Build a data foundation and start gaining insights
- Move beyond basic metrics (e.g., spans and layers) to capture a full picture of your organization’s structure and performance.
- Create a single, shared view of the organization to align teams on key metrics and business objectives.
- Tie measures to a clear business rationale and target, ensuring metrics.
Organizational health summary
The organization as a system
Build job architecture and visualize org as a system
- Establish job architecture as the core for strategic planning, linking roles, responsibilities, and competencies.
- Reveal how work activities consume time and resources, identifying where processes can be optimized for greater efficiency.
Access forward-looking insights
- Forecast future workforce size and costs based on planned position changes, supporting proactive resource planning.
- Account for both filled and unfilled positions, as well as contingent workers, to capture a complete workforce view.
- Gain visibility into vacancy metrics, including position age, cost, and recruitment progress, for better vacancy management.
An org chart in the form of a sunburst color coded by location
Exploring talent risk
Anticipate workforce needs
- Analyze current work activities, along with the time, cost, and skills required, to align workforce capabilities with business demands.
- Use internal and external data to understand how shifts in work impact skill requirements and resource demand.
- Identify gaps in skill supply and demand, and develop actionable plans to bridge these gaps efficiently.
Track and adapt to changes
- Monitor organizational changes over time – including movers, joiners and leavers – understanding the drivers behind shifts and variances from forecasts.
- Incorporate time-based insights into planning to enhance flexibility and responsiveness to change.
Understand the different reasons the headcount and cost shift month over month, and locate the changes
Breakdown of supply drivers
Bring strategic plans to life
- Model future organization designs in alignment with strategic goals.
- Track the execution of strategic plans against your initial goal, ensuring initiatives stay on course and deliver on organizational as well as financial objectives.
Solution brief
Workforce transformation
Discover how Orgvue can help you redefine the work, activities and skills to achieve your business strategy.
See how to plan a transformation program that hits more targets than it misses:
- Learn about the 3 main challenges that get in the way of a workforce transformation.
- Learn how you can deliver success with Orgvue, by focusing on activities, competencies and roles.
- Read a customer case study that outlines an example of how this was achieved in the past.
Book your free demo
Design your business of tomorrow, today. Discover what Orgvue can do for your organization first-hand.