Org design for healthy, sustainable workforces

Rethink & redesign your workforce to ensure resources are allocated effectively & you’re prepared for any change

Org design
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Ambulance Victoria
Deakin Uni

Org design project steps

1. Initiate organisation strategy

The organisational decision makers must first set strategic and operational priorities. By defining the reasons behind the change and setting specific goals, it’ll be easier to keep everyone aligned and to track your progress. Assemble your org design team and kickstart your project.

Org design project overview

Org design

2. Data in

First let’s cover one of the core building blocks of an org design project, quick and easy access to clean HR data.

Combine all relevant people data into one tool

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Automate recurring refresh for always up-to-date data

User-based access for secure sharing across your org

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Fix broken reporting lines & errors

Single source of truth

A key challenge for HR is creating a complete picture of your workforce in one place. Having a reliable source of truth means:


Get a clear view of your current state for analysis

Build accurate workforce redesigns

Leaders access to one pool of data for reporting

Learn more about our integrations.
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Clean HR & employee data

To build an effective workforce plan, it’s important to have clean, useful workforce data as a foundation.

The best way to fast track a data cleansing project is to visualise data in an org chart. This allows your team to easily see broken data, duplicates and orphans.

Or even better, we can do this for you.

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3. Assess the current state

Org charts are useful for mapping out reporting structures for employees. This allows you to better understand the current state and openly share information. They also enable org design teams to create and test ‘future state’ proposals, providing clear visibility of quick wins for improvement and strengths to protect. Org design tools help by highlighting:

Issues with reporting structure, span & layers or too few resources
Departments that are under or over salary budget
Age, ethnicity, gender imbalance or significant leave liability
Key roles, high performers & talent matching

Here’s some view examples that help with workforce analysis. Drill up and down layers quickly and highlight opportunities where changes will make the biggest impact:

SAP Gold Partner Status - Dashboards
Management dashboard
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Sunburst dashboard
Sunburst KPI analysis
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By accessing strategic views of your workforce, you can explore proposals in depth. Have all the information you need in one place, so you can be certain which ‘future state’ proposal is the best fit.

4. Design, test & recommend proposals

Why is it important to have an effective organisational design? So workflows run smoothly and so people know where they sit and how their work contributes toward the overall direction of the company. Org design tools streamline the workforce modelling process, allowing you to assess the flow on effects of every decision. Some key benefits of using a dedicated org design tool:

Intuitive interface,
easy drag & drop

Position or person based org charts

Secure collaboration for fast approval

Complete audit trail of all changes

Below is an example of a restructure use case, using visualisation rules & a sunburst view to quickly drill through lots of levels of data. This view allows users to quickly identify where to start reducing risk and workforce costs. This tool provides dynamic updates to as-is data with every change.

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When the proposals are tested against the strategic and operational business priorities, a preferred design emerges. Once you understand the gap between current and future state, it becomes much easier to zero in on actions. Next, it’s time to translate the preferred design into a top level, detailed organisation chart.

5. Rollout the future structure

Once an org design proposal has been approved, a solid roll out plan is essential for a successful adoption. Some best practices for delivery include:

When communicating your new structure, be clear & transparent
Outline a development plan for high performers in your succession plan
Establish short & long term KPIs for the change, these can be tracked on a dashboard
Focus on delivering the goals & benefits that were originally promised

By using an org design tool to share your future org structure, you’ve already done the groundwork to communicate your plan. By allowing your entire team to independently view the new structure, employees have time to process where they fit and can quickly understand big picture changes.

Staff directory

What others have to say

Our people and leaders use org.manager charts on a daily basis. Access to real workforce insights has helped leaders make more informed decisions.

Maria Soo, A/Lead Workforce Planning, Ambulance Victoria

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