Frequently Asked Questions

We start by importing your HR data. Our algorithms will detect your current organisation chart based on this information. In most cases, we start importing your data using excel exports from the existing HR core systems. We detect the organisation chart using the employee function and his/her manager(s). We recommend to include additional information such as wages, contact information, work locations, additional benefits, working hours, budget allocation, ... to perform additional analyses and assist you in the complete merger process.  We can combine multiple excels from different organisations or HR core systems into one organisation chart. The platform can calculate the geo coordinates of your employees, work locations (and customers) to assist you to make geo analysis. 

We will complement your HR data with your business task inventory or business process analysis. This information is required to sent surveys to your employees. Based on these surveys, your management will have the right information, organisation-wide, to 

• estimate the future headcount, based on the time your employees are spending on tasks in reality
• estimate the workload as your employees feel it 
• identify process steps or tasks that require improvement.  You can focus on the tasks that are most crucial. 
• estimate the impact or savings when switching to another way of working and IT platform
• perform efficient and to-the-point interviews with your employees, based on their actual work.
• Identify the new or existing positions that could match your current employees   
• estimate and monitor the change resistancy of your employees. 
• determine the new renumeration strategy, based on the current situation and calculate the impact of changes to your current workforce. 
• determine the new team structures. 

You can manage the expected minimal headcount in the platform. This will guide the managers to assign employees to new positions. When employees have accepted this new position, the new contract data can be completed and send back to your HR core system. 

The platform will continue to monitor the evolution of your workforce. This allows you to monitor and realize the benefits from your business case, react faster when there is an increase in workload or change resistance.  This will allow you to focus and allign your IT and process inprovements into areas that really make a difference. 

It is possible to replace the manual excel in and exports with an application integrations. This step is mostly taken when you are moving into the monitoring phase of the application.    

The platform has specific functionalities to import customers to assist your managers and responsibles in complicated team formations. 

The platform can export the data to GEO platforms (such as QGIS) or statistical envorimnents (such as RStudio or SPSS) to combine and analyse the data further in detail. 

The platform has functionalities to manage the new masterdata that is required for the new situation and provide this information to the different HR, operational and IT systems.  

The optimal platform depends on your requirements

• Shared cloud platform. Best fit more smaller projects that require no additional features or BI reporting. This is a cost effective solution
• Dedicated cloud platform. Fit for complex and large transformation projects or mergers.
• On-premise. Fit when many customer specific integrations are required. We recommend organisations with projects that are time critical to start using the dedicated cloud platform and move to an on-promise model afterwards.

Yes. The data is stored in Frankfurt AWS data center and it does not leave the EU.

The platform has functionalities to limit and monitor access to employee data.

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In- and exports can be done using Excel or csv. They can be replaced with application integrations later on. Often with the systems that will become the default platform after the reorganisation or merger.

Yes, of course. Contact us and we will organise a conference call to discuss your project and give you a demo of our platform.

Yes. Several projects can be defined and managed in the platform at the same time. Managers, experts, the transition team or HR can follow employees over the different projects. The tool supports focusing on a specific project but also keep the global, enterprise-wide overview. 

• Yes. You can define for each employee the transition moment.
• The information for HR and IT will be specific for each transition moment, allowing them to focus on what is now really important.
• In one project, employees can move to their new positions in different waves.

Yes. There are analytics in the platform and several Power BI report are available to analyse the information (current situation, transition situation, Task evaluation, future headcount estimation, workload estimation, change resistance, …) at several levels (organisation, project, work location, manager, organisation units …)

Yes. It has already handled mergers with >10.000 employees. Our platform has a lot of build-in functionalities to manage the complexity of large organisations, with hundreds different functions and many different business lines. In large organisations, there are often multiple transformations projects running in parallel. Our product allows your managers and experts to focus on the individual project scope and/or keep an enterprise-wide overview.

Our platform contains many features that are specific for merger or reorganisations. It is build to handle these cases. However, the experience has learned us that many large organisations have their own specific requirements that are crucial to reach the tight merger or reorganisation deadlines.

We have a track record of implementing this kind of features with challenging deadlines for our clients. This is a key element in the success of our product. We consider these kind of requirements as a normal and an expected situation in mergers or complex reorganisations. Our product, our team, development methodology and the dedicated cloud platform have been design to handle this kind of specific requirements.

We are aware the complex transitions might have specific requirements. The success of the platform has always been its strong customer focus to implement required features in a short time frame.

The deployment cycle depends on the selected platform:

• Shared or on-premise platform: part of the next release.
• Dedicated cloud platform: specific version to reach your project deadlines can be deployed when approved by QA.

Yes. Partial allocation to multiple positions and/or teams is possible. This parcial allocation can be made in the visual environment.

In every project, we work together with the customers managers, experts and consultancy partners. We help them to streamline the process and provide everyone with up-to-date information. 

Our platform is not a project management tool, but a platform to design your new organisation structure and manage the transition of your employees to this new structure in the most optimal and efficient way possible. Providing the right information to all the different stakeholders and participants in the project, allows them to work on the same and shared information. This increases the decision making speed and quality enourmous.