Enterprise Integration Toolkit

Review business case, requirements, and the results of the alternatives analysis to determine what the impact will be on the organization from a people perspective. Document initial determinations of centralization versus decentralization, new departments/functions and/or eliminated departments/functions. Quantify in head count where possible.

Analyze necessary organizational restructuring to address changes and plan for organizational change. Define how the changes to the organization need to occur — including timing, transition, backfilling, layoffs, etc.

Define and document the new organization in detail as a result of finalizing the requirements and future processes.

Define a detailed transition plan for each new, change, and/or eliminated role in the organization. Identify the resources impacted and determine how each situation will be handled.

Begin to execute the transition plan for those individuals with new or changed responsibilities (including hiring of new roles) during the Build phase. Continue to execute the transition plan through transition/cutover and into production for the new and changed roles as well as implementing the transition for those positions eliminated.

Report status (scorecard — red, yellow, green) to change management leadership and Steering Committee on a regular basis.

Monitor effectiveness of the new organization and adjust roles and resources as necessary. Plan for future organizational impact as a result of rollouts and implementation of new functionality.