Buxis – Organizational Management of Buxis HCMS suite is the starting point to model and plan the structure, organization and processes of an organization, and to incorporate its associated competency model.

The management model is built on Buxis Organizational Management via the processes and services in the remaining modules in the Buxis HCMS suite. These include Hiring Management, Development Management, Performance Management, and Termination Management.

Some of the key elements to manage the organization profile with this module:
• Company positions
• Organizational units (integrated by the list of positions that carry out the unit tasks)
• The persons assigned for a position within a certain time horizon
• The jobs (as abstractions and templates for similar positions)
• Relationships between positions (Organization chart)
• The relationships between the jobs (restrictions for relationships between positions)
• Position required profile
• The adjustments and variations in the position profile with respect to profile inherited from the job that it characterizes
• Competencies associated to the organization, units and positions

The main goal is to provide elastic and strong tools to design and administrate the position structure in a way aligned with corporate strategy.

The tool is aimed at midsize and large organizations that wish to manage their Human Capital with strategic definitions. This means they have the possibility of periodical updates following the evolution of the hierarchical and functional structures to meet the target objectives.
The module allows the definition, reviewing and updating of all the business units positions in the organization. It maintains a historical record of the enterprise organizational evolution, thus making processes more effective and flexible.

It also allows the design and management of multiple Organizational Structures. It could be hierarchical, as a matrix or by product, and it presents the flowcharts with information related to each area.

It integrates the Human Capital management tools in a coherent way, aligned with the organization strategy and goals:
• Recruitment and Selection
• Training and Development
• Performance Management
• Candidate-Position Assessment
• Position Assessment
• Remuneration Structure

It allows the design and generation of management reports in the organization: by business unit, position, cost center, or any unit defined as a structure.

Buxis – Organizational Management from Buxis HCMS suite allows the generation of the organization structure in any order. It is possible to start by generating the positions or the organizational units as different catalogues. However, the best procedure will be subject to the organizational characteristics of your company.

Buxis – Organizational Management includes definition of those competencies that enrich information handling and the processes related to representation and management of organizational relationships. These could make reference to any kind of link among companies (group, suppliers, clients, competitors or other organizations).

Buxis HCMS modules do not only handle information related to competencies, structure, structural relationships, positions, profiles and other elements of the group companies. They also handle information from related organizations. They provide support to integrate and manage the complete value chain (supplier – company - client), as well as information from competitors or other organizations the company wants to take into consideration when taking Human Capital strategic management decisions.

By using the tools from the Solution Management Modules, it is possible to plan training activities for suppliers and clients based on the competency requirements of organizations and their staff. It is also possible to compare Human Capital strategies with competitors. The Organizational Management Module also allows the definition and management of the existing relationships among organizations.

Finally, it is important to emphasize that within each organization it is possible to manage as many hierarchical structures as required (e.g., as logic trees). It is also possible to enable parallel structural views of jobs and positions (as in matrix organizations where a staff job participates in a project simultaneously).

The same mechanism allows the classification of jobs and positions according to different attributes. This is of special interest to large volume, or large geographically-dispersed organizations because it facilitates the coordination from different perspectives.