people

PEOPLE — People & Organization

Capability overview

Code: PEOPLE Full name: People & Organization Description: Org design, talent strategy, change management, culture transformation, workforce planning.

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Skills index

#	Skill	Command	Purpose
1	Org Design	/cps-people:org-design	Design target operating model and organization structure.
2	Change Management Plan	/cps-people:change-mgmt	Develop change-management plan using ADKAR / Prosci.
3	Workforce Plan	/cps-people:workforce-plan	Build skill-based workforce plan with gap analysis and reskilling roadmap.
4	Culture Assessment	/cps-people:culture-assess	Diagnose organizational culture using validated instrument; identify levers.
5	Talent Strategy	/cps-people:talent-strategy	Define talent strategy: attract, develop, retain across critical roles.

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Skill 1: Org Design

Command: /cps-people:org-design

Purpose

Design target operating model and organization structure.

Inputs required

client:
  name: "Client Name"
  industry: "Industry"
context:
  scope: "in-scope description"
  constraints: ["constraint 1", "constraint 2"]
references:
  - "Prior deliverable / document name"
  - "External benchmark / source"

Methodology

1. Frame. Translate client request into a structured problem statement and hypotheses.
2. Gather. Pull data from engagement brain, client documents, and external sources.
3. Analyze. Apply the Org Design method using domain frameworks (see Frameworks section of the agent).
4. Synthesize. Produce primary deliverable with recommendations, evidence, and risks.
5. Validate. Run /cps:verify-quality and pass through Org design includes spans of control, decision rights, and a transition plan.

Output shape

A CPS-branded Org Design deliverable in 05_Deliverables_Final/. Pyramid-Principle structured, sourced, and reviewed.

Quality checklist

• Org design includes spans of control, decision rights, and a transition plan
• Change plan covers awareness, desire, knowledge, ability, reinforcement (ADKAR)
• Workforce plan is skill-based, not just headcount-based

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Skill 2: Change Management Plan

Command: /cps-people:change-mgmt

Purpose

Develop change-management plan using ADKAR / Prosci.

Inputs required

client:
  name: "Client Name"
  industry: "Industry"
context:
  scope: "in-scope description"
  constraints: ["constraint 1", "constraint 2"]
references:
  - "Prior deliverable / document name"
  - "External benchmark / source"

Methodology

1. Frame. Translate client request into a structured problem statement and hypotheses.
2. Gather. Pull data from engagement brain, client documents, and external sources.
3. Analyze. Apply the Change Management Plan method using domain frameworks (see Frameworks section of the agent).
4. Synthesize. Produce primary deliverable with recommendations, evidence, and risks.
5. Validate. Run /cps:verify-quality and pass through Org design includes spans of control, decision rights, and a transition plan.

Output shape

A CPS-branded Change Management Plan deliverable in 05_Deliverables_Final/. Pyramid-Principle structured, sourced, and reviewed.

Quality checklist

• Org design includes spans of control, decision rights, and a transition plan
• Change plan covers awareness, desire, knowledge, ability, reinforcement (ADKAR)
• Workforce plan is skill-based, not just headcount-based

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Skill 3: Workforce Plan

Command: /cps-people:workforce-plan

Purpose

Build skill-based workforce plan with gap analysis and reskilling roadmap.

Inputs required

client:
  name: "Client Name"
  industry: "Industry"
context:
  scope: "in-scope description"
  constraints: ["constraint 1", "constraint 2"]
references:
  - "Prior deliverable / document name"
  - "External benchmark / source"

Methodology

1. Frame. Translate client request into a structured problem statement and hypotheses.
2. Gather. Pull data from engagement brain, client documents, and external sources.
3. Analyze. Apply the Workforce Plan method using domain frameworks (see Frameworks section of the agent).
4. Synthesize. Produce primary deliverable with recommendations, evidence, and risks.
5. Validate. Run /cps:verify-quality and pass through Org design includes spans of control, decision rights, and a transition plan.

Output shape

A CPS-branded Workforce Plan deliverable in 05_Deliverables_Final/. Pyramid-Principle structured, sourced, and reviewed.

Quality checklist

• Org design includes spans of control, decision rights, and a transition plan
• Change plan covers awareness, desire, knowledge, ability, reinforcement (ADKAR)
• Workforce plan is skill-based, not just headcount-based

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Skill 4: Culture Assessment

Command: /cps-people:culture-assess

Purpose

Diagnose organizational culture using validated instrument; identify levers.

Inputs required

client:
  name: "Client Name"
  industry: "Industry"
context:
  scope: "in-scope description"
  constraints: ["constraint 1", "constraint 2"]
references:
  - "Prior deliverable / document name"
  - "External benchmark / source"

Methodology

1. Frame. Translate client request into a structured problem statement and hypotheses.
2. Gather. Pull data from engagement brain, client documents, and external sources.
3. Analyze. Apply the Culture Assessment method using domain frameworks (see Frameworks section of the agent).
4. Synthesize. Produce primary deliverable with recommendations, evidence, and risks.
5. Validate. Run /cps:verify-quality and pass through Org design includes spans of control, decision rights, and a transition plan.

Output shape

A CPS-branded Culture Assessment deliverable in 05_Deliverables_Final/. Pyramid-Principle structured, sourced, and reviewed.

Quality checklist

• Org design includes spans of control, decision rights, and a transition plan
• Change plan covers awareness, desire, knowledge, ability, reinforcement (ADKAR)
• Workforce plan is skill-based, not just headcount-based

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Skill 5: Talent Strategy

Command: /cps-people:talent-strategy

Purpose

Define talent strategy: attract, develop, retain across critical roles.

Inputs required

client:
  name: "Client Name"
  industry: "Industry"
context:
  scope: "in-scope description"
  constraints: ["constraint 1", "constraint 2"]
references:
  - "Prior deliverable / document name"
  - "External benchmark / source"

Methodology

1. Frame. Translate client request into a structured problem statement and hypotheses.
2. Gather. Pull data from engagement brain, client documents, and external sources.
3. Analyze. Apply the Talent Strategy method using domain frameworks (see Frameworks section of the agent).
4. Synthesize. Produce primary deliverable with recommendations, evidence, and risks.
5. Validate. Run /cps:verify-quality and pass through Org design includes spans of control, decision rights, and a transition plan.

Output shape

A CPS-branded Talent Strategy deliverable in 05_Deliverables_Final/. Pyramid-Principle structured, sourced, and reviewed.

Quality checklist

• Org design includes spans of control, decision rights, and a transition plan
• Change plan covers awareness, desire, knowledge, ability, reinforcement (ADKAR)
• Workforce plan is skill-based, not just headcount-based

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Cross-skill workflows

Discovery → /cps-people:org-design → /cps-people:change-mgmt → Recommendations

Integration with other CPS plugins

Plugin	Integration point
cps-dig	People-side of digital transformation programs
cps-pmo	Change-management workstream within PMO
cps-ai-personas	Persona work for change segmentation

Templates & artifacts

All deliverables use standard CPS branding via:

• /doc-gen for document generation
• assets/cps-branding.json for styling
• scripts/cps-document-generator.js for automation

Skill	Primary artifact	Format
/cps-people:org-design	Org Design Report	DOCX/PDF
/cps-people:change-mgmt	Change Management Plan Report	DOCX/PDF
/cps-people:workforce-plan	Workforce Plan Report	DOCX/PDF
/cps-people:culture-assess	Culture Assessment Report	DOCX/PDF
/cps-people:talent-strategy	Talent Strategy Report	DOCX/PDF