At its most basic level, organisational change requires HR processes to:

• Model and cost an anticipated restructured organisation or department
• Minimise the transformation cost by retaining valued employees
• Create processes that accelerate and manage the change process
• Reallocate people to roles that challenge, motivate and optimise the use of their talent
• Ensure objectivity, fairness and legislative compliance in execution of changes
• Engage line managers and individuals in the process; to heighten internal buy-in and minise the HR burden
• Effectively communicate to both line managers and employees what is happening and why

... and to do all this with the minimum of disruption, at the lowest cost to the organisation and in the shortest time frame possible.

Paper-based processes have often failed to meet these requirements but the Transition Pulse™ web-based system delivers these quickly, cost-effectively and sustainably..

Comprehensive Functionality
Transition Pulse™ offers powerful functionality including the following:

• Organisational modelling & charting to plan the new structure
• Application for positions by employees
• Assignment of employees to positions by Manager or HR
• Validation of proposed assignments to positions
• Automated succession planning
• Automated reporting (for example)
  • Analysis by gender/diversity of candidates against country guidelines
  • Role, candidate performance & capability summaries
  • Employee resume
  • Application status by manager/function/tier
  • Process monitoring
  • Employees not engaged
  • Managerial advice audit