Navigo | Org Design, Org Charting & Workforce Management Specialists

Before you start moving boxes or announcing changes, there’s one critical step that can make or break a restructure, understanding your current state.
Current State Analysis is a data-driven process to assess how your organisation is structured and operating today and identify opportunities for improvement. It’s your starting point for any effective org design.

What is Current State Analysis?

Current State Analysis is a data-driven process to assess how your organisation is structured and operating today and identify opportunities for improvement.

It involves reviewing your organisation’s structure, including people, roles, reporting lines and how work gets done, to see how well it supports your organisation’s strategic objectives. The aim is to get a clear view of the workforce so you can focus on what needs attention and guide future org design decisions.

When should you do it?

Current State Analysis isn’t just for major projects. It’s useful:

Before an org design or restructure project
During business-as-usual (BAU) workforce reviews
In response to Machinery of Government (MoG) changes or internal re-organisations
As part of an ongoing org design function

Why it matters

Getting your current state right delivers major benefits:

Strategic alignment: Creates a shared, accurate view for HR, IT and executives to support better decisions
Benchmarking and measurement: Establishes a clear baseline to track org design impact and workforce metrics
Operational planning: Provides reliable workforce data for planning, reporting and structure reviews
Project and change readiness: Prepares teams for HRIS upgrades, MoG changes and internal restructures
Reducing organisational risk: Highlights gaps, overlaps and errors early to avoid costly delays or compliance issues

Want to know how to run a best-practice Current State Analysis?

The full whitepaper covers:

A step-by-step guide to Current State Analysis activities
What high-quality Current State Analysis outputs look like
How tools provided by Navigo automate data validation and live visualisation
Real results from HR teams across ANZ (14+ hours saved weekly)
Why Current State Analysis reduces reliance on IT and boosts confidence in HR

Download the full whitepaper to get the complete picture and start your next org design project on solid ground.

Current State Analysis Whitepaper_Navigo

SAP is one of the world’s largest software companies, with over 100,000 employees globally. To stay competitive, they regularly undergo large-scale reorganisations and doing that efficiently isn’t always easy.

The Challenge

Before using org.manager, SAP’s internal teams were bogged down by:

Manual processes in Excel and PowerPoint
Fragmented data from multiple systems
Weeks of delays between planning and execution

These challenges made it difficult to implement changes quickly and confidently — especially in a business where speed and clarity matter.

The Solution: org.manager for SAP SuccessFactors

org.manager enabled SAP to shift from spreadsheet-heavy planning to real-time, system-connected organisational design.

With org.manager, their HR and leadership teams can:

Run live reorganisation simulations directly in SAP SuccessFactors
Automatically sync and validate data
Upload new org structures with a single click

The result? Fast, accurate change execution without the admin load.

Reorganisations at SAP are now exclusively carried out using org.manager worldwide! This solution provided us with excellent conditions for collaboration, joint development, and shared success!

Clemens Siegfanz

Sr. Director Organizational Design & New Work at SAP

The Impact

With org.manager in place, SAP transformed how they manage change:

80% less admin effort: freeing HR to focus on strategic design and people planning
Real-time simulations: enabling faster, more confident decisions
Automated processes: ensuring data integrity and visibility for all stakeholders
Streamlined collaboration: including smoother engagement with works councils

Now, all reorganisations at SAP are delivered using org.manager. It’s become a core tool in how they plan, design and evolve their workforce.

See org.manager in action

Fill out the form to watch the Ingentis-hosted webinar, where SAP’s Sr. Director of Organisational Design & New Work shares how org.manager supports change at scale.

In this session, you’ll learn how SAP:

Simplified org design and reduced manual work
Built a high-performing, strategically aligned organisation
Shaped org structures to match SAP’s workforce strategy and transformation plans
Used a connected HR system to enable smoother, faster reorgs

Ready to get started?

If you’re planning a restructure or looking to improve how you manage organisational change, reach out to our team to learn more about how org.manager can help. You can also book a free demo to see it in action.

Migrating to a new HRIS is a major project for any organisation. It involves moving critical HR and payroll data, ensuring data integrity and aligning HR and IT teams to make the transition smooth. Without a structured approach, HRIS migrations can face delays, errors and unexpected costs.

In our recent webinar, Bridging HR & IT: How org.manager de-risks HRIS migrations, we explored the common challenges organisations face and how the right tools can simplify the process. Here’s a breakdown of what was covered.

Common risks in HRIS migrations

How org.manager supports HRIS migrations

1. Visualising HR data

2. Data cleansing & validation

3. Building an accurate, live org chart

4. Creating future-state structures

5. Pushing data to the new HRIS

Key benefits of using org.manager for HRIS migrations

Watch the full webinar

Common risks in HRIS migrations

Before diving into solutions, it’s important to understand the risks that come with HRIS migrations:

Poor data quality – Poor data quality is one of the biggest risks. If the data is inaccurate or outdated, it can cause problems once the new system is live, leading to inefficiencies, compliance issues and mistakes that carry over into the new system.
Duplicate data – Duplicate data can cause confusion and errors. During migration, organisations need to ensure data is cleaned and de-duplicated to avoid inconsistencies in the new system.
Legacy/Geographic data – Legacy systems may have outdated data that doesn’t fit with modern HRIS standards. Geographic differences in data, like varying payroll or benefits information, can add complexity to the migration process and make it harder to consolidate everything into one system.
Multiple payroll systems – Many organisations use multiple payroll systems, which makes migration harder. Integrating these systems into one platform requires careful mapping and validation to prevent discrepancies or missing data.
Complex employee data structures – Organisations with complex employee data structures, like multiple departments, job titles or reporting lines, can face challenges during migration. Without clear visualisation, managing and validating data can become difficult, increasing the risk of mistakes.
One-time initiative – HRIS migrations are often viewed as a one-time project, but data management is ongoing. Without a strategy for maintaining data quality after migration, organisations risk facing data issues later.

How org.manager supports HRIS migrations

Navigo’s org.manager provides a structured approach to HRIS migrations, reducing risks and improving data quality. Here’s how it helps:

1. Visualising HR data

Most organisations start their migration process using spreadsheets, which can be difficult to interpret. org.manager turns this data into real-time organisational charts and reporting structures, ensuring HR and IT teams have a clear, accurate view of their workforce. This visibility is crucial for identifying errors and improving collaboration between departments. Below is a snapshot of what that looks like:

Data cleansing & validation

Data cleansing is one of the most critical steps in HRIS migrations, yet it is often overlooked. org.manager includes tools that help organisations:

Identify and correct missing, outdated or incorrect data.
Detect orphaned positions and duplicate records.
Apply bulk updates efficiently, eliminating manual errors.
Ensure compliance with internal and regulatory standards.

3. Building an accurate, live org chart

Once the data is cleaned, org.manager generates an accurate, live org chart. This removes the need for manual updates in PowerPoint or spreadsheets. A centralised, real-time view of the workforce improves decision-making and ensures stakeholders have confidence in the data.

4. Creating future-state structures

HRIS migrations often involve restructuring teams and defining new reporting lines. With org.manager, organisations can build future state structures without affecting live data. This allows HR teams to test different configurations, ensure alignment with business goals and identify potential issues before implementation.

5. Pushing data to the new HRIS

After cleaning and finalising the data, org.manager simplifies the transfer to the new HRIS. Data exports are available in multiple formats (CSV, XML, PDF, etc.), ensuring smooth integration. By minimising manual data entry, organisations reduce errors and improve data integrity during the transition.

Key benefits of using org.manager for HRIS migrations

Fast and efficient platform – org.manager speeds up the migration process. It allows teams to clean, validate and integrate data quickly, reducing delays and improving efficiency.
Visuals not spreadsheets – Instead of working with complex spreadsheets, org.manager provides clear visual representations of organisational data. This makes it easier to spot issues and manage data accurately before migration.
Permanent, improved data quality – With org.manager, data quality is continuously monitored. The platform helps organisations maintain clean data both during and after migration, ensuring long-term data integrity.
New insights into structure and workforce data – org.manager gives organisations fresh insights into their workforce data. The platform creates interactive org charts and dashboards, which help HR teams understand the structure better and make informed decisions.
Reduced risk – By improving data accuracy and giving a clear view of the organisation, org.manager reduces the risks involved in HRIS migrations. It helps eliminate data issues before they become problems in the new system.
Flexible collaboration and faster decision-making – org.manager allows multiple teams to work together on data cleansing and migration tasks. With role-based access and real-time updates, collaboration is streamlined and decision-making becomes faster and more efficient.

Watch the full webinar

HRIS migrations don’t have to be overwhelming. With the right tools and approach, organisations can reduce risks, improve data accuracy and ensure a smooth transition. org.manager simplifies the process by providing a clear, visual approach to data validation, cleansing and migration, helping HR and IT teams work together more effectively.

Ready to get started?

If you’re planning an HRIS migration and want to ensure a smooth transition, reach out to our team to learn more about how org.manager can help. You can also book a free demo to see it in action.

Enterprise restructuring is more complex than smaller-scale changes due to the size of the workforce and the number of moving parts. With multiple departments, locations and stakeholders involved, decisions take longer and are harder to implement. There’s also a greater risk of disruption, along with more compliance and legal considerations to manage. Large organisations need strong workforce modelling tools to handle the volume of data and make sure changes support business goals.

A good org design and workforce modelling tool helps organisations plan and execute changes, make better decisions and ensure the right people are in the right roles. In this blog, we’ll explore six key challenges faced during enterprise restructuring and how to overcome them.

Challenge #1: Managing organisational complexity

Challenge #2: Aligning workforce structure with business goals

Challenge #3: Regulatory and compliance risks

Challenge #4: Stakeholder resistance and communication barriers

Challenge #5: Data accuracy and integration issues

Challenge #6: Executing and sustaining change

Technology’s role in today’s restructures

Best practices for enterprise restructuring

Challenge #1: Managing organisational complexity

Large enterprises often span multiple locations, departments and functions, making it harder to manage workforce structures. With many reporting lines, roles and teams, it’s easy for data to become siloed and for leaders to lose visibility of how everything fits together. This lack of clarity can slow down decision-making and make it harder to plan effectively.

Solution:
Org design tools help simplify this complexity by providing a clear visual view of the organisation. These tools show how teams, roles and functions are connected, making it easier to understand workforce dependencies and identify gaps or overlaps. With all relevant data in one place, organisations can make faster, more informed decisions and align their workforce to business goals.

Challenge #2: Aligning workforce structure with business goals

Enterprise restructuring is often driven by the need to support growth, reduce costs or improve agility. A key challenge is ensuring the workforce structure supports these goals. That means having the right roles, skills and resources in place to deliver on the organisation’s strategy.

Solution:
Scenario planning allows organisations to test different workforce configurations and see how each one impacts business outcomes. By visualising different options before making changes, leaders can better align workforce structure with business goals and make more informed, data-driven decisions.

Challenge #3: Managing regulatory and compliance risks

Enterprise restructuring involves navigating a complex mix of labour laws, industry regulations and union agreements. Without careful planning, there’s a risk of legal issues, penalties and reputational damage, especially when it comes to workforce changes like reassignments or redundancies.

Solution:
Compliance-driven org design tools and legal expertise can help reduce risk. These tools can flag potential issues early and ensure decisions align with relevant laws and agreements, making it easier to manage compliance throughout the restructuring process.

Challenge #4: Managing stakeholder resistance and communication barriers

Resistance to change is common in enterprise restructuring. Concerns from executives, HR and employees can create roadblocks if not addressed early. Poor communication also increases the risk of misinformation and disengagement.

Solution:
Clear and open communication is key. Keep stakeholders informed from the start, involve them in decision-making and encourage feedback. A transparent approach builds trust, reduces resistance and helps the restructure run more smoothly.

Challenge #5: Addressing data accuracy and integration issues

Reliable data is essential in enterprise restructuring, but many organisations struggle with outdated or siloed HR and payroll systems. Without accurate data, it’s difficult to make the right decisions about structure, roles and resources.

Solution:
Workforce modelling tools that integrate with existing HR and payroll systems can provide a single, accurate view of the workforce. This gives leaders the insights they need to make confident decisions and avoid costly mistakes.

Challenge #6: Executing and sustaining change

Planning a restructure is one thing, but making it stick is another. Many organisations struggle to move from planning to implementation, and without ongoing tracking, it’s hard to know whether the changes are delivering the desired results.

Solution:
Workforce analytics help organisations track progress, measure impact and make adjustments where needed. By monitoring key indicators over time, you can refine the structure, respond to changing needs and make sure the restructure continues to support your goals.

Technology’s role in enterprise restructuring

Traditional tools like Excel and PowerPoint aren’t built for enterprise restructuring. They make it hard to share updates, test scenarios or collaborate in real time, especially across large and complex organisations.

How org design tools help
Modern org design tools make it easier to manage restructuring at scale. They help you visualise your workforce, run scenarios, spot risks and make informed decisions faster. By bringing together data from across the business, these tools provide a single source of truth for planning and communication.

Best practices for enterprise restructuring

Align with strategic goals: Make sure restructuring supports your business objectives, whether it’s growth, cost savings or greater agility.
Engage stakeholders early: Bring executives, HR and key leaders into the process from the start. Early buy-in reduces resistance and helps things run more smoothly.
Use automation and AI: Automation tools can streamline planning and help reduce manual work, while AI can support faster and more accurate decision-making.
Plan for implementation: Break the restructure into clear steps and communicate them across the business. Support your teams through the change with training and guidance.

Enterprise restructuring is complex, but with the right tools and approach it can drive real value. By tackling the six challenges outlined in this blog and using workforce modelling tools to guide your decisions, you can plan and deliver a more effective restructure.

Ready to get started?

Book a free trial of our tool to simplify enterprise restructuring and make workforce modelling easier at every stage.

Restructuring is complex and without a clear plan it can lead to inefficiencies and disruption. A restructure roadmap provides structure, helping you assess your current state, define your goals and implement changes effectively. While every organisation’s needs differ, a clear framework makes the process more manageable.

In this blog, we’ll walk you through a 6-step restructure roadmap—covering everything from assessing your current structure to workforce modelling, stakeholder engagement and implementation. These practical guidelines are designed to help you navigate a restructure with confidence. We’ll also explore tools that can streamline the process, ensuring you make data-driven decisions and execute changes efficiently.

Let’s dive in.

Step 1: Define your objectives in the restructure roadmap

Step 2: How to assess your current organisational structure

Step 3: Creating future state scenarios with workforce modelling

Step 4: Involving stakeholders in shaping your restructure

Step 5: The role of communication in restructures

Step 6: How to finalise and implement your chosen restructure plan

Step 1: Define your objectives in the restructure roadmap

Before making any structural changes, it’s essential to define clear objectives within your restructure roadmap. A successful restructure isn’t just about shifting roles—it should align with your organisation’s long-term strategy and business goals.

Start by identifying the key drivers behind the restructure. Are you looking to improve efficiency, adapt to market changes or support business growth? Setting specific, measurable goals will help guide decisions and keep the process on track.

Once objectives are set, create a vision for the future state of your organisation. This should outline what success looks like, ensuring all changes are intentional and aligned with broader business priorities.

Pro Tip: Miro and Lattice are excellent for defining and tracking your restructuring objectives in a more visual and collaborative way, but if you’re looking for free alternatives, ClickUp, FigJam and Airtable are good options to consider. These tools allow you to organise, track and collaborate on your goals without stretching the budget.

Step 2: How to assess your current organisational structure

Before diving into a restructure, it’s essential to understand your organisation’s current state. This involves evaluating roles, teams, workflows and overall efficiency. A clear picture of where you are will help you identify areas that need change and guide the direction for the restructure.

Start by mapping out your existing organisational structure. Look at reporting lines, team compositions and any gaps or overlaps in roles. An effective skills audit can also help, as it allows you to evaluate the current competencies and highlight skill gaps within your teams.

Step 3: Creating future state scenarios with workforce modelling

Once you’ve assessed your current structure, the next step is to define what it should look like in the future. This involves mapping out different restructure scenarios to understand their impact before making any changes. By testing various options, you can identify risks, improve resource allocation and ensure the new structure supports your organisation’s long-term goals.

Start by outlining key changes—whether it’s merging teams, adjusting reporting lines or redistributing workloads. Consider how each scenario affects efficiency, collaboration and decision-making. Engaging stakeholders in this process ensures alignment and helps anticipate potential challenges. By taking a structured approach, you can build a future state that is both effective and aligned with your goals.

Pro Tip: Workforce modelling tools can simplify the restructuring process by giving you a clear, real-time view of your organisation. Tools like org.manager and Agentnoon help identify inefficiencies, improve alignment with business goals and allow you to test multiple “what-if” scenarios before making any changes.

You can also use free tools like Google Sheets, Trello and Lucidchart to map out your organisation’s structure. These basic tools can help you track roles, identify areas for change and create and compare organisational structures.

Step 4: Involving stakeholders in shaping your restructure

A restructure isn’t just about updating org charts—it needs to work for everyone involved. Engaging key stakeholders early helps align expectations, reduce resistance and improve decision-making. Leaders, managers and employees can provide insights into potential challenges and opportunities.

Identify key stakeholders across departments and involve them from the start. Use workshops, feedback sessions and collaborative planning to gain input and ensure buy-in. Clear communication throughout the process builds trust and helps everyone understand the changes.

Step 5: The role of communication in restructures

Clear communication is critical to a successful restructure. Uncertainty can lead to confusion, resistance and disengagement, so it’s essential to keep employees informed at every stage. A well-structured communication plan helps manage expectations, reduces misinformation and ensures a smoother transition.

Start by defining key messages and sharing updates regularly. Be transparent about the reasons for the restructure, expected outcomes and any potential challenges. Use multiple channels—such as team meetings, emails and one-on-one check-ins—to keep everyone aligned. Encouraging open dialogue also gives employees a chance to ask questions and voice concerns, fostering trust and engagement.

Pro Tip: Dedicated communication tools can help streamline updates and feedback. Platforms like Slack or Microsoft Teams make it easy to share real-time updates and track progress. For structured announcements and engagement, tools like Loom allow leaders to send clear video messages, reducing misinterpretation and keeping communication personal.

Step 6: How to finalise and implement your chosen restructure plan

Your restructure roadmap is only as good as its execution. Once your plan is finalised, the next challenge is implementing it effectively. This phase involves validating your decisions, assigning resources and responsibilities and ensuring everyone is on board with the changes. The goal is to make the transition as smooth as possible while keeping the organisation aligned with its strategic objectives.

Start by validating the plan with key stakeholders and running final tests to identify risks or gaps. Ensure the new structure aligns with business goals and workforce needs. Allocate resources, define roles, assign teams and set realistic timelines. Communicate clearly about changes, timelines and responsibilities and conduct regular check-ins with leaders to keep the plan on track.

Restructuring can be challenging, but with a clear roadmap, it becomes manageable and can lead to better efficiency and alignment with your business goals. By following this six-step restructure roadmap, you can ensure a smoother transition and long-term success.

The right tools make restructures easier, more effective and collaborative. Want to experience the benefits of a modern org design solution? Book a free demo today and enjoy 14 days of full access to our tool—no strings attached.

In today’s fast-changing world, businesses need to stay adaptable and competitive. Strategic restructuring is a critical tool used to align internal structures with key objectives and ensure resources are used efficiently.

Organisation design focuses on the organisation framework (roles, processes and operating model) to deliver optimal performance. Strategic restructuring zeroes in on modifying existing structures within that framework.

Key aspects of strategic restructuring include:

Here are five effective tactics to guide your strategic restructuring efforts.

1. Run a skills audit to get the right fit

Before making changes, it’s important to understand the skills and strengths already in the organisation. A skills audit maps out who’s doing what and where there are gaps or overlaps. By knowing which skills are already on board, you can move people into roles that make the most of their abilities and meet the organisation’s changing needs.

How to do it: Use employee surveys, performance reviews and check-ins with managers to collect skills information. Tools like Agentnoon, make it easy to map out skillsets and pinpoint areas that need strengthening. These insights help leaders make data-based decisions on team placements and new roles. For example, as shown in the screenshot below, a Skills Gap Heat Map highlights areas of weakness.

2. Simplify hierarchies to cut costs and eliminate duplication

Strategic restructuring often involves reducing unnecessary layers of management to cut costs and overlapping responsibilities. Simplifying hierarchies saves resources while creating clearer accountability and smoother workflow, making it easier to align effort with organisational goals.

How to do it: Identify any redundant roles or over-complicated reporting lines. Consider combining or adjusting roles to create a more horizontal, flexible structure. Here’s an example from Agentnoon, showing how you can use drag-and-drop functionality to create multiple what-if scenarios and explore different organisational structures.

3. Facilitate real-time collaboration

Restructuring is an opportunity to bring teams together and break down silos. Sharing real-time data and visual summaries of restructuring plans allows stakeholders to collaborate in real-time, keeping all parties informed and aligned. Fast, accurate information encourages engagement and buy-in across departments.

How to do it: Tools like Agentnoon enable teams to collaborate in real time, speeding up the restructuring process and ensuring decisions are approved quickly. As shown in the screenshot below, you can invite multiple collaborators to work on the same project, ensuring everyone stays on the same page.

4. Prioritise clear and open communication

Clear communication is the most important and challenging part of strategic restructuring. Managers want to know why changes are happening and how their department will be affected. Keeping employees informed throughout the process helps maintain trust and morale.

How to do it: Set up a clear communication plan that explains the purpose of restructuring and outlines the expected outcomes. Share regular updates with all levels of staff and create opportunities for questions or feedback. Regular check-ins, open meetings and clear digital updates all contribute to keeping communication open and transparent.

5. Monitor and track restructuring progress in real-time

Tracking progress ensures restructuring goals are met and adjustments can be made quickly if needed. Real-time monitoring gives leaders the insights they need to make informed decisions and stay on track.

How to do it: Tools like Agentnoon provide reports to monitor changes and track KPIs throughout the restructuring process. By visualising progress in areas such as resource allocation, team performance and role alignment, you can quickly spot issues and refine your strategy as needed. As shown in the screenshot below, Agentnoon allows you to track changes and measure the impact of each restructuring decision in real time

Why strategic restructuring is worth the effort

Strategic restructuring is a powerful way for aligning your organisation’s structure with its goals, ensuring better efficiency and adaptability. While the process can seem challenging, using the right approach and tools can make it easier by offering insights into skills, team configurations and role distributions. By using data-driven strategies, you can map out changes, model different outcomes and ensure each decision supports long-term success.

Modern org design tools eliminate painful, spreadsheet heavy late nights and ‘war rooms’, replacing them with fast, accurate and collaborative restructure tools. This allows strategic restructuring to become part of an ongoing HR and Senior Management function.

With thoughtful planning, clear communication and the right tools, your organisation can become more adaptable and ready to tackle future challenges.

Ready to see how Agentnoon can support your restructuring efforts? Book a demo now to access a free 14-day trial and discover how you can immediately save time in your next org design project.

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Strategic restructuring whitepaper_Navigo

In many organisations, traditional tools like Excel and PowerPoint have long been the go-to solution for organisation design. Although these tools eventually provide a view of hierarchies and reporting lines (once sensitive data is downloaded and hundreds of boxes are drawn), they are time intensive, inaccurate and increase workload on already stretched HR teams.

While these manual methods may have worked in the past, the speed and scale of modern restructures with complex payroll and HR data require new tools and processes.

Time to move your org design out of the 90s

Despite evolving technology, many organisations maintain tools and practices designed in the 90s. When your org design depends solely on these static tools, more time is spent arranging boxes and interpreting siloed data sets than delivering a high quality restructure..

Here are some common challenges with traditional org design processes:

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Manual data extraction: This involves downloading highly sensitive data from your HR system. Valuable time is then spent manipulating it into a usable format, org charts and useful HR metrics. It’s an extremely manual process that requires skilled data analysis and a knowledge of your business rules to do it accurately.

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Single Use and Not Secure: For all that effort to extract, organise and visualise your data, as soon as it goes into Excel and Powerpoint, it becomes single use. The whole process then needs to be repeated for each refresh of the data and any future projects.

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Detached Data Models: When you manually export data from your HR system, it creates a siloed data set that requires heavy manipulation to build an accurate current state hierarchy. Without a live refresh of your current state, it’s quickly out of date and inaccurate. Frustration rapidly spreads as Line Managers and Stakeholders view data in the HR system, while HR operate from a siloed, out of date model and a two week lead time to resolve.

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Manual data updates: Keeping a restructure project in Excel and PowerPoint files up to date is a difficult and painful process. If you’re lucky, a project will last 6-8 weeks. During this time daily updates to your HR system are in full swing. Even worse, it usually falls to one person to hold these ongoing changes together throughout the entire project. This is the significant, and unspoken key person risk that exists in most manually managed restructure projects.

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High risk/low reward: This all adds up to a lot of risks for little reward. It includes high risk areas such as data security and governance, errors and mistakes in critical org design projects and a slow, heavy process that burns out your most skilled HR team members. Typically there’s a loss of data integrity and position data.

For all that work, the Org Design team is not able to respond to key stakeholders immediately with some of the basics – an accurate org chart and current workforce metrics, creating significant delay (or lots of overtime) in producing future state scenarios and analysis.

IT and Payroll also receive a significant load as they unpack the restructure changes and attempt to rebuild them in core HR and IT systems.

It’s a lot of hard work by a highly skilled group that often falls short of executive confidence and expectations.

A modern approach: Using tools designed specifically for Restructures & Org Design

Across organisations, departments leverage technology to complete their tasks. Finance will use accounting and risk management software, Sales and Marketing a dedicated CRM, IT make use of a Support ticketing system. In HR, org design processes and restructure software tools have also evolved. Here are the core set of principles required for efficient restructuring:

1. Accurate, real-time current state data
Successful org design projects must commence with accurate, current state hierarchical data – if that’s not your starting point, it creates huge headaches throughout the project. Real-time org charts, automated and updated directly from your HR data allow you to design proposed structures with confidence in your data and HR data model. Including metrics such as headcount, span of control and cost impact give you deeper insights into how well your proposed structure supports future goals.

2. Visually see, understand and share the impact of proposed changes
Vastly improve understanding and endorsement of proposed changes by using visuals and org charts. Impact changes such as ‘many to few’, ‘disestablished roles’, ‘change in reporting lines’ and ‘new position’ are easily understood when mapped visually to the organisation chart. Leverage preconfigured org design codes to segment and highlight changes to stakeholders.

3. Quickly understand impacts to core metrics

Leaders want intuitive tools that allow them to see, model, and assess potential changes in real time. Modern org design tools provide dynamic visualisations and analytics, making it far easier for Line Managers and Senior Leadership to understand the proposed changes, overall structure and alignment to strategic objectives. Avoid anxiety inducing spreadsheets – the use of pivot table, lookups and complex calculations quickly create expectations that are difficult to replicate in the heat of restructure.

4. Collaborate securely with data governance controls
By far, HR data governance is the process that most requires improvement during a restructure.. Managing sensitive position and employee related data across multiple spreadsheets poses significant risk to data security, accuracy and data hygiene.

It also introduces inconsistencies and issues with version control. Org design technology maintains a single process and a secure platform with role-based access controls, ensuring sensitive data remains protected and secure.

Poor data governance processes, mixed with a time pressure environment, restructure data is susceptible to being shared inadvertently, corrupted or misused via unsecured channels. Without access controls and audit capability, downloaded HR files represent the highest level of employee data risk.

Similar to accounting software, or payroll, to prevent unintended consequences with HR data during a restructure the use of an org design tool with a secure HR data feed is highly recommended.

5. Consultation Process
Using org design tech during the consultation period makes this critical part of the process far simpler and more flexible. Stakeholders have unique requirements and priorities, creating the need for different visuals and presentation packs for consultation. For example, Executives often require high level summaries that focus on strategic outcomes, while Unions require detailed insights into workforce impacts. Traditionally, this requires multiple versions of reports and Powerpoint presentations. Org design tools instantly create a robust and customised set of scenarios that can be templated to ensure each audience gets the precise level of information they need, at the click of a button.

6. Data Write-Back
Once a restructure has been approved, the task of writing back all changes to the HR system begins. It’s a delicate operation tied to employee and stakeholder consultation across a series of cascading position updates. While manual spreadsheet updates take time and are vulnerable to errors, org design tools allow for a seamless refresh of charts and data as changes and updates are made.
Speed and accuracy are a critical part of this process to maintain integrity in the rollout of a restructure. Instil confidence in the new structure by instantly sharing an organisation-wide org chart once employee consultation concludes.

The bottom line

With restructuring a common occurrence across Australian organisations, organisation design needs to be more than a reactive response to leadership changes or market shifts. A data-informed, dynamic approach helps future-proof your business by ensuring your structure remains aligned with strategy over time.

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Effective workforce management is essential in the not-for-profit sector. By leveraging advanced data visualisation tools, not-for-profit HR teams can transform existing data into actionable insights, enabling quicker, more informed decisions that align with organisational goals and donor expectations.

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Workforce Reporting -Healthcare organisation charts

Current challenges for Not-for-Profit HR teams

The not-for-profit sector faces unique challenges that demand HR leaders to manage resources efficiently, ensure compliance, foster diversity and plan for succession. Navigating these challenges requires strategic solutions that empower HR teams with clear, actionable insights.

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Managing complex workforce structures: Not-for-profits often have diverse hierarchies that include full-time staff, part-time employees and volunteers. Tracking these shifting reporting lines and maintaining clear organisational oversight is challenging, especially with limited resources.

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Ensuring compliance and governanace: Navigating the wide range of compliance requirements and sector-specific governance standards is a major challenge for not-for-profit HR teams. Without the right tools, managing these responsibilities becomes time-consuming and prone to errors, increasing risks and reducing operational efficiency.

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High turnover and succession planning: With frequent turnover among staff and volunteers, succession planning becomes essential to maintaining continuity and organisational knowledge. Identifying future leaders and ensuring a smooth transition in key roles is critical to avoiding disruptions in service delivery.

How Navigo is helping HR in Not-for-Profit

Gain a clear view of the organisational structure, making it easy for everyone to understand the hierarchy.

Improve efficiency with tools that simplify compliance and streamline organisational restructuring.

Strengthen succession planning by visualising talent gaps and identifying future leaders within the organisation.

Navigo has over 20 years of experience enhancing HR operations through digital transformation. We offer advanced organisational charts, workforce analytics and organisation design software tailored to the unique needs of not-for-profit sector organisations. Our tools empower HR teams to manage diverse workforces efficiently, even with limited resources.

Through collaboration with various organisations, Navigo has refined its solutions to address specific challenges. Our visualisation software integrates critical data into a unified system, enabling not-for-profit HR managers to make quick, informed decisions.

Visualisation examples ideal for Not-for-Profit HR teams

Organisation hierarchy
Navigo’s integrated org charts offer a real-time view of your organisation’s structure, making it simple to visualise and manage reporting lines, even with a mix of staff and volunteers. By automating the org charting process with live data integration, HR teams can keep the organisation’s view current, enhancing decision-making and operational efficiency.

Compliance and governance reporting
Automate the tracking of compliance with sector-specific regulations to significantly reduce manual reporting errors. With the compliance and governance reporting tools you can see up-to-date visual insights, helping not-for-profits stay compliant and maintain accountability for ongoing funding and operational integrity.

Succession planning
Navigo’s succession planning chart helps HR teams visualise potential successors and critical roles, ensuring that leadership transitions are smooth and strategic. By identifying readiness for future roles, HR can better prepare for changes, reduce the impact of turnover and ensure that organisational knowledge is retained and passed on.

Navigo is focused on protecting our customers’ data and information. Our flagship product, org.manager, is hosted by Navigo on Microsoft Azure (NSW, Australia). Azure Data Centres are ISO27001, IRAP & APRA Data Centre certified and accompanied by Navigo ISO27001 certified processes. We maintain a range of cyber security credentials, policies and industry engagement.

A better solution, built for Not-for-Profit HR teams

Navigo’s data visualisation solutions are tailored for not-for-profits, helping manage intricate workforce data across various systems. Our technology supports not-for-profit HR teams through their transformation journey, enabling them to maintain and improve their data models in a constantly changing landscape.

Learn how Navigo’s data visualisation solutions can help your HR team optimise workforce management and drive success.

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Table of contents

What are job families and why are they important?

How job families software will improve your business

1. Streamlines talent management

2. Enhanced career development

3. Strategic workforce alignment

4. Effecient training programs

5. Better resource allocation

Final thoughts

What are job families and why are they important?

Job families are groups of related job roles that share common skills, competencies and career pathways. By organising roles into job families, businesses can streamline their workforce structure, simplify career progression and enhance strategic alignment. This method helps in effectively managing talent and developing employee skills.

Furthermore, job families optimise workforce planning by facilitating adaptability to technological advancements or market shifts. They also enhance compliance and governance, standardising roles across the organisation to simplify meeting regulatory requirements and maintaining consistency in job evaluation and compensation.

Job families vs Job Functions:
Job families are often grouped within “job family groups” or “job functions”. These are higher-level categories of jobs that include multiple job families, such as Finance or General Administration. The distinction helps in creating a more organised structure within the organisation.

Role profiles and levels:
Each role within a job family should have a role profile, which is a high-level overview of the role. Ideally, job families should be linked to levels or grades. The number of levels will vary for each job family depending on the scope and range of responsibilities, but the same system should be used for all job families. This allows for easy comparison across different roles.

Job Families chart example

To boost efficiency and support career growth, it’s essential to look at job families from a broader perspective, not just the traditional hierarchy. Here’s an example from one of Navigo’s org design tools, org.manager.

This chart helps identify similar tasks and dependencies among job families, making the organisational structure clearer. It offers valuable insights into resource allocation and aids in strategic career planning. By understanding these dynamics, leaders can align job roles with company goals, creating a more effective and flexible workforce.

Tip: This view can be customised based on your business requirements. Use visualisation rules to highlight key information that is important for analysis, or hide fields to reduce the amount of information shown on screen for a more focused view.

How job families software will improve your business

In larger organisations, figuring out roles and responsibilities can be complicated. Grouping roles into job families helps clear up confusion and boosts efficiency across various HR functions. This setup not only highlights and makes the most of your team’s talents but also supports smarter decisions in promotions, development planning and other key HR tasks. Using a job family framework helps organisations understand their workforce better and, with the org charting tool, visualise it more effectively.

Job families centralise all the important career management information, making it easier for both employees and managers to explore career paths and understand the skills needed.

Here are five ways that organising roles into job families can significantly improve your business:

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Streamline tlaent management: Utilising job family software offers a more organised approach to HR processes. By simplifying job titles and clarifying job responsibilities, HR departments can more effectively manage recruitment, performance evaluations and succession planning. This streamlined approach leads to better decision making and increased operational efficiency.

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Enhance career development: Clearly defined job families, give employees clear and attainable career paths. This visibility significantly boosts motivation and retention. Employees can better understand their advancement opportunities and align their career goals with organisational needs, contributing to a more engaged and satisfied workforce.

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Strategic workforce alignment: Job family software helps align job roles with strategic business objectives, ensuring that every employee contributes to the company’s goals. This alignment improves productivity and creates a unified direction within the workforce, making it easier to achieve organisational targets and enhance overall business performance.

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Efficient training programs: Understanding the specific skills and competencies required within each job family allows for the creation of targeted training programs. A dedicated platform can help address skill gaps and prepare employees for future roles, enhancing the overall capability and adaptability of the workforce without too much manual admin work.

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Better resource allocation: Effective management of job families through software facilitates better workforce planning and resource distribution. By preventing inefficiencies such as overstaffing or understaffing, organisations can achieve improved budget management and operational performance.

By using dedicated software, you can share your real-time workforce reports with anyone in your organisation, as well as restrict access to specific fields based on role or user. org.manager’s workforce reporting software is Australian hosted and browser based, making it easy to access and share on any device.

Final thoughts

Implementing job families offers numerous benefits that enhance organisational efficiency, employee satisfaction and strategic alignment. This approach not only streamlines HR processes but also builds a more transparent, engaged and adaptable workplace. Organisations looking to optimise their workforce should consider establishing a structured job family system with the help of visualisation tools to better meet future business challenges and goals.

Navigo has 20+ years of experience implementing successful workforce solutions across all industries in Australia and New Zealand. Book a demo today to discover how our portfolio of org design software, including org.manager, can elevate how you work.

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Table of contents

What is scenario planning & why is it important

Scenario planning chart example

How scenario planning software will improve your business

Real-time impact analysis

Enhanced decision-making

Preparation for large-scale initiative

Increased efficiency and accuracy

Better resource allocation

Final thoughts

What is scenario planning & why is it important?

Scenario planning isn’t about guessing the future, it is about being prepared for it. This method helps decision makers consider various potential futures and determine how to respond effectively. It’s essential for businesses to adapt to changes and make informed decisions in uncertain environments.

Why scenario planning matters:

Proactive approach: Scenario planning helps companies to anticipate future events, allowing them to take action before it happens.
Strategic awareness: It involves identifying potential developments early. This is crucial for navigating challenges and seizing opportunities.
Readiness for change: You are better prepared to manage significant changes and maintain control even in unpredictable situations.

Scenario planning chart example

Below is an example of a scenario planning chart in org.manager, a tool that provides a sophisticated view of your workforce and automates manual HR reporting.

Org chart view: This chart displays position information such as position description, salary band, annual salary, budget, level of position and the number of employees in each position. It offers a comprehensive look at the current salary structure and budget allocation across the organisation.
Bulk edit impact: When we increase the budget by 3.5% through a bulk edit, the chart updates in real-time to show new budget allocations. This feature allows you to simulate the financial impact of salary adjustments and make informed decisions.

This functionality prepares organisations for large-scale initiatives like changes in EBAs, payouts for long service or retirement or analysing the effects of downsizing and acquisitions. By simulating various scenarios, you can test the outcomes before making decisions, ensuring your strategies are based on thorough analysis and multiple future scenarios consideration.

How scenario planning software will improve your business

A dedicated org design software with scenario planning capabilities can help your business anticipate future challenges and opportunities, enabling you to make informed decisions and adapt to changing conditions. By preparing for various outcomes, it ensures your business remains resilient and competitive. Here’s how:

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Real-time impact analysis: Software like org.manager allows businesses to test the cost impact of any company-wide change by conducting bulk updates of any position or employee data points. This means you can see the effects on your HR metrics in real-time, making it easier to evaluate the financial and operational implications of different scenarios.

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Enhanced decision-making: By simulating scenarios, you can test outcomes before making decisions. This ensures that your strategies are based on comprehensive analysis and consideration of multiple potential futures, reducing the risk of unforeseen consequences.

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Preparation for large-scale initiatives: Whether it’s salary increases, EBA changes, long service/retirement pay-outs or downsizing/acquisition analysis, scenario planning software helps you prepare for any upcoming large-scale initiatives. You can simulate various scenarios and understand their potential impact before implementation.

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Increased efficiency and accuracy: automated tools for scenario planning reduce the time and effort required to gather and analyse data. This increases the efficiency of your planning process, allowing you to focus on strategic decision-making rather than data management

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Better resource allocation: Understanding the potential impacts of different scenarios enables better resource allocation. You can allocate resources more effectively to areas that will drive the most value and mitigate risks in uncertain scenarios.

Final thoughts

By using software that enables scenario planning, businesses can develop more flexible and robust strategies, ensuring they are ready to handle future challenges and take advantage of opportunities. This enhances overall performance and promotes a proactive, forward-thinking culture.

Navigo has 20+ years’ experience implementing successful workforce solutions across all industries in Australia. Book a demo today to discover how our portfolio of org design software will elevate the way you work.

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For state and federal government agencies, getting a clear view of your workforce is key. Whether it’s planning ahead, cleaning up records or tracking changes, the right tools can make it easier.

With org.manager, HR teams can visualise structures in seconds, spot issues early and keep workforce data accurate and up to date

It’s a smarter, faster way to manage people — with less manual work and more confidence in your decisions.

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SUCCESS STORY

State and federal government leader’s that have worked with Navigo to elevate their workforce management strategy.

Current challenges for state and federal government HR teams

Here’s 3 common challenges faced by government HR teams today:

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Difficulty in visualising large workforces: Managing and understanding complex, large-scale workforces can be challenging for government agencies. The inability to effectively visualise organisational structures makes it difficult to identify roles, reporting lines and overall workforce dynamics, leading to inefficiencies.

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Manual reporting and no live data
Many government agencies rely on spreadsheets and point-in-time reports. Without live data, it’s hard to get an accurate picture of your workforce. Reports quickly go out of date, and decision-makers often work with incomplete or outdated information.

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Ineffective workforce modelling and planning: Accurate workforce modelling and planning are crucial for anticipating future staffing needs and optimising resource allocation. Governments face challenges in forecasting workforce requirements, managing talent gaps and planning effectively amidst changing policies and demands.

How Navigo is helping HR in state and federal government

Improve the accuracy and reliability of HR data through integrated data management solutions

Ensure accurate and timely compliance with regulatory requirements by automating data collection and reporting

Streamline and automate intricate HR workflows and reporting processes, reducing manual errors substantially

With over 20 years of experience in digital transformation, Navigo is dedicated to enhancing the HR capabilities of state and federal government agencies. Our comprehensive solutions include advanced org charts, workforce analytics and org design software, backed by a team of experts in technical payroll and HRIS database systems.

We’ve worked with many state and federal government HR teams to streamline payroll data management, improve employee and position oversight and facilitate effective workforce modelling, compliance and reporting.

Our workforce visualisation tools enable agencies to strategically assess and plan for their current and future workforce needs. This ensures that government entities have the right personnel in place to meet their operational and strategic objectives.

For state and federal governments, this means maintaining the capacity and expertise necessary to deliver public services efficiently and address evolving policy demands. It involves identifying the skills needed across various departments and aligning recruitment, training and development strategies to fulfil those requirements.

Visualisation examples that are proven to enable government HR teams

Organisation hierarchy chart
Interactive org charts simplify management by clearly depicting the structure of government institutions. They show the hierarchy and relationships among departments, making oversights and communication easier. This helps improve productivity, employee satisfaction, decision-making, communication and onboarding.

Smarter reporting with live data
org.manager gives HR teams live access to their workforce data, removing the need for manual reports and static spreadsheets. With automated, real-time reporting built from your source systems, you get accurate, up-to-date insights without the admin load. That means less time chasing data and more time spent on strategy and planning.

For example, this leave liability view in org.manager shows live annual, long service and personal leave balances across the org — helping HR leaders in government quickly spot risks, manage entitlements and support better workforce planning.

Workforce modelling
Create a copy of your current org structure (the ‘now‘), so you can create multiple what-if scenarios (the ‘model‘) so you can design the optimal organisational plan. The ability to model the future state of the organisation and compare it to the current state is vital to help drive fact-based decisions and analysis to determine the most favourable course of action.

Navigo’s security credentials

“I have to say, I continue to be thankful that you and your colleagues are so quick and effective with your help. “I can’t wait to find another task so I can see what else this lovely software can do!”

Lynn Nash | Reporting Consultant at Northern Territory Department of Education & Training

A better solution, built for government HR teams

Navigo’s data visualisation solutions help organisations to manage complex workforce data across various payroll and HRIS systems. It allows you to preserve and improve your data model throughout the transformation process.

Book a quick meeting to learn more about how we’ve worked with other state and federal government HR teams to streamline their approach to workforce transformation.

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Current challenges for Healthcare HR teams

Here’s 3 common challenges faced by healthcare HR teams today:

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Limited visibility of your people and structure: It’s hard to plan or manage effectively when you can’t clearly see your organisation. Without an up-to-date visual of the org structure and individual employee profiles, HR teams can miss important context — like who reports to who, who’s in which team, and where key vacancies are.

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Compliance and reporting: Keeping up with stringent regulatory requirements and ensuring timely and accurate reporting to authorities. This includes following health regulations, protecting patient data and keeping thorough records.

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Employee turnover and retention: High turnover rates among healthcare staff due to job stress, burnout and competitive job markets. Reducing turnover involves improving job satisfaction, offering career growth opportunities and creating a supportive work environment.

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Too much manual work: From updating org charts to pulling reports, many healthcare HR teams still rely on manual processes. This takes time away from more strategic tasks and increases the risk of errors when managing workforce data.

How Navigo is helping HR in healthcare

Eliminate a long list of manual processes like maintaining an org chart & HR reports spreadsheets

Enhance efficiency with tools that simplify compliance and organisational restructuring

Vacancy report to help identify open positions and critical vacancies that need to be filled immediately

Over the last 20+ years, we’ve had a strong focus on supporting organisations who are undergoing digital transformation. We provide advanced org charts, workforce analytics and org design software, with an expert team who specialise in technical payroll and HRIS database systems.

We’ve worked with a long list of Australian healthcare HR teams to enable seamless payroll data cleansing, employee and position management, workforce modelling, compliance and reporting.

Our workforce visualisation software allows organisations to strategically analyse their current and future workforce needs, to ensure that they have the right people in the right roles at the right time.

For healthcare, this means ensuring that they have the capacity and capability to deliver essential services and address community needs effectively. It involves understanding the skills required for various roles within the organisation and then aligning recruitment, training and development efforts to meet those needs.

Visualisation examples that are proven to enable healthcare HR teams

Organisational Hierarchy
org.manager connects directly with your HR and payroll systems to keep your org chart accurate and up to date without any manual work. Even in complex healthcare structures, you get a clear, easy-to-understand view of reporting lines, team setups and role details. This helps HR and leaders see the full picture and make confident workforce decisions.

The visual hierarchy is also a valuable tool for onboarding and internal collaboration. New starters can quickly understand where they fit, who their colleagues are and how teams are structured. With employee photos and contact details included, it’s easier for staff to connect with each other and navigate the organisation.

Compliance Dashboard
You can automate the tracking and management of compliance and safety protocols, significantly reducing manual effort and increasing accuracy. Navigo’s Compliance Dashboard instantly updates with new data, ensuring that the healthcare sector always adheres to current regulations and safety standards.

Vacancy report
See all your total vacancies, current and aging open positions and critical role vacancies in one easy-to-understand report. Toggle between the chart and sunburst view to see a macro and micro view of vacancies and get a quick summary of your roll up metrics in the left detail panel.

Navigo’s security credentials

“Navigo charts are very easy-to-use and have wowed our entire team. We use interactive visualisation rules to highlight KPIs that aren’t being met so we can easily action them.”

Maria Soo | A/Lead Workforce Planning, Ambulance Victoria

A better solution, built for healthcare HR teams

Book a quick meeting to learn more about how we’ve worked with other healthcare HR teams to streamline their approach to workforce transformation.

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What is Current State Analysis?

When should you do it?

Why it matters

Want to know how to run a best-practice Current State Analysis?

The Challenge

The Solution: org.manager for SAP SuccessFactors

The Impact

See org.manager in action

Ready to get started?

Common risks in HRIS migrations

How org.manager supports HRIS migrations

1. Visualising HR data

Data cleansing & validation

3. Building an accurate, live org chart

4. Creating future-state structures

5. Pushing data to the new HRIS

Key benefits of using org.manager for HRIS migrations

Watch the full webinar

Challenge #1: Managing organisational complexity

Challenge #2: Aligning workforce structure with business goals

Challenge #3: Managing regulatory and compliance risks

Challenge #4: Managing stakeholder resistance and communication barriers

Challenge #5: Addressing data accuracy and integration issues

Challenge #6: Executing and sustaining change

Technology’s role in enterprise restructuring

Best practices for enterprise restructuring

Step 1: Define your objectives in the restructure roadmap

Step 2: How to assess your current organisational structure

Step 3: Creating future state scenarios with workforce modelling

Step 4: Involving stakeholders in shaping your restructure

Step 5: The role of communication in restructures

Step 6: How to finalise and implement your chosen restructure plan

1. Run a skills audit to get the right fit

2. Simplify hierarchies to cut costs and eliminate duplication

3. Facilitate real-time collaboration

4. Prioritise clear and open communication

5. Monitor and track restructuring progress in real-time

Why strategic restructuring is worth the effort

Download the complete guide

Time to move your org design out of the 90s

A modern approach: Using tools designed specifically for Restructures & Org Design

The bottom line

Current challenges for Not-for-Profit HR teams

How Navigo is helping HR in Not-for-Profit

Visualisation examples ideal for Not-for-Profit HR teams

A better solution, built for Not-for-Profit HR teams

What are job families and why are they important?

Job Families chart example

How job families software will improve your business

Final thoughts

What is scenario planning & why is it important?

Scenario planning chart example

How scenario planning software will improve your business

Final thoughts

Current challenges for state and federal government HR teams

How Navigo is helping HR in state and federal government

Visualisation examples that are proven to enable government HR teams

Navigo’s security credentials

A better solution, built for government HR teams

More content for state and federal government HR

Current challenges for Healthcare HR teams

How Navigo is helping HR in healthcare

Visualisation examples that are proven to enable healthcare HR teams

Navigo’s security credentials

A better solution, built for healthcare HR teams

More content for Healthcare HR