OrgBlueprint Estruturas, Posições e Cenários Organizacionais

O que está incluído

• Legal entity, business unit, department, team and cost-center references
• Organizational unit stable ID, type, parent and effective interval
• Position separate from incumbent person
• Position ID, job/profile reference, grade, location, FTE and vacancy state
• Solid-line manager position and optional dotted-line relationships
• Relationship type, purpose, start/end and authority scope
• No person-to-person reporting stored without position context in baseline
• Structural cycle, orphan and multiple-solid-manager validation
• Head-of-unit assignment and vacancy handling
• Management layer calculation with explicit counting rules
• Span of control by position/unit and included subordinate types
• Span/layer thresholds are design signals, not performance verdicts
• Shared service, matrix, project and geographic overlays
• Position budget/reference without salary detail by default
• Current baseline snapshot from authoritative systems
• Data freshness and unresolved source conflicts
• Design principle and measurable structural constraint
• Scenario cloned from pinned baseline and isolated from production
• Scenario change create/move/merge/split/close unit or position
• Bulk move preview with affected positions and dependencies
• No algorithm chooses which named employee to remove
• Cost/FTE/capacity impact uses approved aggregate inputs
• Leadership vacancy and succession dependency as declared fact only
• Impact on HRIS, IAM groups, finance, approval matrices, facilities and workflows
• Regulated consultation/notice requirement recorded from authorized owner
• Scenario alternatives and trade-off narrative
• Comparison spans, layers, management ratio, locations, FTE and cost range
• Metric does not assert organization effectiveness causally
• Sensitive scenario compartment with named membership and watermark export
• Comment, review and decision log
• Conflict-of-interest and restricted insider access where configured
• Approval through DecisionRights reference
• Implementation plan effective date, freeze, waves and owners
• Employee communication artifact reference; content/legal review external
• Position mapping old-to-new and unresolved mapping queue
• Incumbent assignment proposal requires HR authorized review
• No automatic termination, demotion, promotion or pay change
• Dry-run HRIS/IAM/finance payloads and validation
• Wave checkpoint, acknowledgement and failure handling
• Compensating correction rather than destructive rollback after effective employment event
• Post-wave reconciliation units, positions, managers, groups and cost centers
• Historical as-of organization view
• Scenario deletion/retention according to confidentiality policy
• Dashboard structural integrity, scenario impacts, approvals and reconciliation
• Pilot for six entities, three scenarios and five thousand positions