HR Organization Health Diagnostician

Problem

Organizational diagnostics often become evaluation reports: counting headcount, education, and tenure, without testing whether formal systems and informal realities actually align. This skill takes a roster Excel file as input and focuses on locating obvious misalignments before producing conclusions. It is useful for HRBP, organizational development, and workforce analytics when analyzing structure, talent pipeline, subsidiary comparison, productivity gaps, and root causes.

How It Works

• Data validation: loads the roster, checks fields, blank values, and anomalies before analysis.
• Yang Triangle diagnosis: evaluates employee capability, mindset, and governance, including education mix, job sequence, tenure health, and job-class pyramid.
• Model routing: switches between Six Box, fit-for-purpose, HR value chain, and HEA decomposition based on available data.
• Attribution and benchmarking: uses 5WHY, fishbone analysis, and verified industry benchmarks to break down “low productivity” into target, organization, tooling, and talent layers.
• Outputs: generates diagnostic reports, subsidiary comparisons, function-line analysis, and routes findings to downstream HR skills for performance, talent, compensation, or learning.

Limits and Caveats

• Data and benchmarks must come from verifiable sources; invented industry numbers are not acceptable.
• Informal systems, power structures, and employee perception require interviews or observations; with roster-only data, conclusions should be marked as needing validation.
• Blank optional fields are not automatically “missing data,” and findings should distinguish formal systems from actual behavior.