Each view can be configured to display a variety of information This may include employee data, photos, department summary analytics and contact information. Please select the chart name below to view an example.
1. Standard Chart
2. Remuneration - Budget Chart
Having a budgeting report is crucial for hiring, promoting or reviewing salaries of employees. The report below highlights departments that went over budget in red and under budget in green, making it easier for managers to scan data without missing important information.
Standard charts allow you to visualise your organisation structure and see where you fit in the chain of command. It’s a useful tool for newcomers to understand the organisation better and for senior managers looking to restructure.
3. Leave Chart
The easiest way to manage employee leave is through a visual report, breaking away from tedious spreadsheets. Using conditional formatting, you can highlight outliers to make it easier for managers to see who needs to take leave.
4. Establishment Chart
The acting-in/substantive report helps managers to better understand their workforce. This report provides information including when the acting employee started, hours worked, return date of substantive employee & much more.
Restructure charts allow you to create multiple scenarios in a sandbox area, allowing you to explore what options meet the set objectives. org.manager allows you to drag and drop employees or departments, while giving you real-time updates on how those changes affect numbers and budgets.
7. Gender Diversity Chart
Gender charts highlight the number of male and female employees in each department and across the organisation. It also helps highlight whether gender ratios are being met in your company.
8. Age Diversity Chart
The generation chart allows you to see the age of every employee and the average age of your department etc. This can help you forward plan for workforce development and recruitment, as you’ll know who is heading towards retirement
6. Vacant Position
Vacant positions are able to be easily tracked and identified by business unit, location and type. Recruitment metrics are able to be tracked by manager or department such as time to fill, % of open positions, quality of hire (success ratio) and first year attrition.