Features

One people-and-talent product on one org plan: recruitment, client onboarding, training records, engagement and self-service, each with free worksheets.

• Applicant tracking software: the requisition, the pipeline, the cost and the time of every fill

  Applicant tracking software for the person who fills the roles at a small organization and is doing it out of a spreadsheet and an inbox: the requisition opens on the org plan as the role the headcount plan already called for, the pipeline moves each candidate from applied to offer, and the record carries what the hire actually cost once the ads, the agency fee and your own hours are counted, and how long the fill took. Orgplanly keeps that per role, against the plan that asked for it, so the next budget conversation starts from your own fills rather than an industry average.

• Client onboarding system: the checklist and intake that turn a signed customer into a started one

  A client onboarding system for the professional services firm, agency, accounting practice or software company that has to turn a signed customer into a started one: the intake form, the documents asked for twice, the kickoff nobody booked. On Orgplanly the onboarding checklist is built from your own steps and documents, the intake form from the fields you actually need, and each new customer's onboarding is a dated record on the same plan that staffs the account, so the fortnight between signature and first work is owned by someone.

• Training matrix software: the matrix, the checklist and the record of who was trained, when

  Training matrix software for the person who keeps the training records for a workforce: the safety manager on a site, the operations manager of a warehouse, the office manager who was handed compliance. On Orgplanly the matrix is sized to the headcount on the org plan and the courses you run, the checklist is sized to the role, the 30 60 90 plan is written for the new starter the plan just added, and the dashboard says how compliant the workforce is today and in ninety days, from your own refresher periods rather than a vendor's estimate.

• Employee engagement survey tool: the survey plan, the eNPS arithmetic and what changed afterwards

  An employee engagement survey tool for the person who owns the program: the HR or people operations lead, the internal communications manager, the founder who still runs it. Once or twice a year they put a survey in front of everybody and then have to say what changed. On Orgplanly the survey is planned against the headcount on the org plan, the eNPS is worked from the results you enter, and the actions that came out of it are tracked to done, so the program people can see you finished rather than the spreadsheet of averages that stopped at the chart.

• Customer self service portal: the deflection plan and the portal content that answers before a ticket

  A customer self service portal for the small company that answers the same twenty questions all day: the help center that answers before a ticket is raised, the customer's own account, cases and documents, and the request form that raises a ticket only when self-service has not worked. On Orgplanly the deflection plan is worked from the questions you actually get and what each costs to answer by hand, and the portal content plan is the list of articles that plan says to write first, kept as a record so the team that staffs support on the org plan is sized to the tickets that remain.

• Performance management process: the cycle, its cadence, the conversation, and what happens when somebody is off track

  The performance management process is the calendar and the paperwork an employer runs so that every person is rated, told and, where it matters, paid on the same basis. On Orgplanly it runs against the org plan rather than beside it: the roles on the plan are the population the cycle covers, the managers on the plan are the people who owe the conversations, and the record of who was reviewed and when is kept against the same roles the headcount plan is built from. This section is about running that cycle. The appraisal document itself, the wording, the comment libraries and the review forms, is a separate subject and a separate product.

• Productivity tracking: output per labor hour, measured from your own numbers and tracked against the plan that assumed it

  Productivity tracking is the headcount plan read from the other end. The plan says how many people a volume needs; productivity says what the people you already have actually produce per hour you pay for, and those two numbers have to be worked from the same figures or the plan is an assumption with a spreadsheet around it. This section is for the operations manager or resource planner at a United States employer who has been asked why the volume went up and the output did not, and who needs an answer in hours and units rather than an impression. The productivity calculator on this site works the rate from your own output and your own paid hours, then converts the plan's volume into the hours and the people it would take at that rate. Orgplanly keeps each period's rate against the plan version that assumed it, so a trend is a record rather than a memory.

• Employee benefits platforms: what the package costs per employee, what goes in it, and who administers it

  Employee benefits platforms are bought at the point where a spreadsheet stops being able to answer two questions: what the package costs per employee, and who is enrolled in what. This section is for the HR or finance partner at a United States employer who owns the benefits line of the headcount plan and has to defend it in the autumn: what a platform actually does, what a broker or an administrator does instead, what the package costs once every line is counted, and what the employer is left doing by hand whichever it buys. The benefits cost calculator on this site works the cost per employee from your own premium share, contribution rate and per-head costs, and converts one more percent of retirement contribution into what it costs the whole group. Orgplanly keeps that against the plan version that budgeted it, so the number in next year's paper can be traced to the roster it came from.