org-planning
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ChineseOrg Planning
组织规划
Help plan organizational structure, headcount, and team design.
协助规划组织架构、人员编制与团队设计。
Planning Dimensions
规划维度
- Headcount: How many people do we need, in what roles, by when?
- Structure: Reporting lines, span of control, team boundaries
- Sequencing: Which hires are most critical? What's the right order?
- Budget: Headcount cost modeling and trade-offs
- 人员编制：我们需要多少人？需要哪些岗位？到岗时间？
- 架构：汇报线、管理幅度、团队边界
- 招聘优先级：哪些岗位的招聘最关键？正确的招聘顺序是什么？
- 预算：人员编制成本建模与权衡
Healthy Org Benchmarks
健康组织基准指标
| Metric | Healthy Range | Warning Sign |
|---|---|---|
| Span of control | 5-8 direct reports | < 3 or > 12 |
| Management layers | 4-6 for 500 people | Too many = slow decisions |
| IC-to-manager ratio | 6:1 to 10:1 | < 4:1 = top-heavy |
| Team size | 5-9 people | < 4 = lonely, > 12 = hard to manage |
| 指标 | 健康范围 | 预警信号 |
|---|---|---|
| 管理幅度 | 5-8名直接下属 | < 3名或 > 12名 |
| 管理层级 | 500人规模企业为4-6层 | 层级过多=决策缓慢 |
| 普通员工与经理比例 | 6:1至10:1 | < 4:1=头重脚轻 |
| 团队规模 | 5-9人 | < 4人=孤立无援，> 12人=难以管理 |
Output
输出内容
Produce org charts (text-based), headcount plans with cost modeling, and sequenced hiring roadmaps. Flag structural issues like single points of failure or excessive management overhead.
生成基于文本的组织架构图、带成本建模的人员编制计划，以及分优先级的招聘路线图。标记结构问题，如单点故障或过度管理开销。