Organisational charts are the most effective way to get a snapshot of your business (seriously, we’re not being biased here).
Chances are, your business already has one displayed in your office or on your intranet. Though, once this chart is drawn up, it tends to quickly become out of date (or completely forgotten). Most of the time this is because the HR team is spread too thin (or maybe you don’t have a HR team).
There is a better way! Thanks to advancing HR tech, you can easily automate the creation and maintenance of your org chart – feeding directly from your workforce data source.
You’ll also find other added benefits of using an org charting tool, including accessing a more strategic view of your structure – so you can better understand where you have strengths and weaknesses in your workforce.
Organisational chart examples
Below are 6 of the most popular chart examples that most of our customers use. Each example serves a different purpose for their business.
It’s the most basic and simple chart that most organisations use and let’s face it, they can’t live without it. Apart from serving its basic purpose of showing the newcomers who’s who in the zoo or understanding where you stand in the chain of command, this chart makes understanding everyone’s position and location a whole lot easier.
The workforce chart focuses on important people analytics that every business should be tracking (headcount, span of control, gender, diversity, vacancies, etc). It has built in visualisation rules so managers can quickly understand potential risks within the business (e.g. too many people report to one line manager or a gender imbalance).
The graphs and KPIs help managers to make more informed decisions about their departments. In the example below, you can choose to see as much or as little information as you like, depending on what you’re trying to achieve.
The leave liability chart enables managers to find the employees who have accrued too much leave. Using visualisation rules, you can instantly sort your employees so you can see who has the highest leave liability.
In the chart below, the data has been colour coded so that managers can assign risk levels to certain amounts of accrued leave days. The sunburst chart displayed on the right also makes it easier to drill down into specific departments in a single view.
- Dark red = Negative Leave
- Blue = 0-2 Weeks Leave
- Orange = 2-4 Weeks Leave
- Pale red = 4-8 Weeks Leave
- Yellow = 8+ Weeks Leave
If your organisation is upsizing or downsizing, going through a merger or just looking at ways to incorporate new technology or a change in leadership, then you should be creating restructure scenarios to see which org design meets your business’ needs.
Using a dedicated org design tool allows you to simulate scenarios so you can see current vs the future state. Simulations allow you to drag-and-drop employees or departments, while giving you real time updates on how those changes affect budgets or other KPIs.
In the example below, the org design tool allows you to assign a position impact of every change as you go.
HR dashboards provide a high-level overview of your people data, for an individual department or across the entire organisation. Fully customisable, HR dashboards have the capacity to summarise and compare any metric in your data set.
We’ve mentioned the sunburst chart already, but did you know there’s lots of big data charts that you can incorporate in your organisation? Each big data chart is built to serve a specific purpose.
The network chart allows you to visualise the relationships in your organisation, highlighting imbalanced team structures that need to be investigated.
Here’s a snippet of some of the org charting functionalities in one of Navigo’s popular org design tools, org.manager.