Organization Management (OM)

Organization management (OM) is now standard offering of HR products and provides a record of the organization. OM allows the organization to be represented in terms of departments and functions , spanning as many organizational layers as required. Within these, reporting hierarchies are recorded comprising individual positions, which may be vacant or occupied by one or more employees whose records are linked to Om from the HR administration module.

OM enhances HR  functionality across a range of applications:

·         Resourcing – where positions attribute can be used to create vacancy records,  when incumbent is shown as leaving (see below);

·         Learning and development  - where competency matching between individuals and their current and intended positions can be conducted for development planning purposes

·         Management information – providing analyses of filled and vacant positions, job competency profiles and so on. The OM module may also generate organization charts showing filled and vacant positions although, a specialist charting package is often needed as an add-on to achieve sufficiently user-friendly display;

·         System security – OM hierarchies may be used to control access rights among ESS/MSS users based on hierarchies , for an example, a line manger can only access the records of staffs occupying positions in his or her department

·         Workflow may be well be governed by Om; for example, determining where to route a request for annual leave.  As mentioned previously, the workflow may reside in the CRM layer, in which case  an interface with OM data would be needed to supply the CRM with the necessary hierarhy details

·         Payroll charging- rather than maintaining cost centre details individually for every employee in a department, it is more efficient to record the cost centre once,  on OM against the department. Employees will then inherit the cost centre details via their positions and not only in exceptional cases would these need to be overwritten by individual level cost centre entries. Apart from economy of data entry, this improves accuracy and consistency between the HR and finance systems.

In summary, OM supports a range of critical HR functions and as such is the backbone of the HRIS and related systems. It is therefore essential that OM data is accurate and up to date, requiring robust data maintenance procedures.