org-planning

Org Planning

Help plan organizational structure, headcount, and team design.

Lark-native execution (depth core: LARK-PATTERNS, LARK-RECIPES, LARK-FUSION). Current headcount/reporting data comes from the ~~HRIS specialty MCP (or its Lark Base approximation — read via lark_base_search); spot-resolve managers/ICs with lark_contact_search (P1). Hold the headcount plan + sequenced hiring roadmap in a Lark Base as system-of-record (P5): each open req is a row (role, level, team, target start, status, cost) — write with lark_base_record_upsert (dry_run first, P2); scaffold the planning Base via base-deploy. Tie roles to goals with lark_okr_cycle_list when sequencing against company objectives. Land the org-design narrative + cost model in Wiki (lark_wiki_node_create / lark_doc_create, P8; author via lark-doc). Open reqs for the next quarter → one lark_task_create per hire to the recruiter (P2). Surface the headcount snapshot + structural warnings (top-heavy, single points of failure) as an interactive card (lark_im_card_send, P4) to leadership.

Planning Dimensions

• 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

Healthy Org Benchmarks

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

Output

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.

Lark-native delivery

1. Read current org (P5): lark_base_search the HRIS/org Base — it does NOT support jq and REQUIRES search_fields; pass the field(s) to match and narrow output with select_fields/limit (headcount, manager, level, team). Discover field names via lark_api GET /open-apis/bitable/v1/apps/{base}/tables/{table}/fields if unknown. Resolve any individual with lark_contact_search (P1).
2. Align to objectives (P6/OKR): lark_okr_cycle_list to sequence hires against the active cycle's objectives.
3. Persist the plan (P5): each open req → lark_base_record_upsert row in the headcount Base (dry_run first). No Base yet → base-deploy. Use the Base data-query endpoint for span-of-control / ratio aggregations rather than counting client-side.
4. Document (P8): org-design rationale + cost model → lark_wiki_node_create / lark_doc_create (author via lark-doc).
5. Kick off hiring (P2): one lark_task_create per prioritized req, assigned to the recruiter.
6. Brief leadership (P4): post the headcount snapshot + structural warnings as an lark_im_card_send card (print_json → dry_run → send).