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One of the key value propositions of a "Workforce Decision Support" solution is HR Data Visualization. Easy, intuitive access to workforce data empowers your organization to efficiently make business decisions. When creating org charts, it is critical that the org charts provide data and metrics that can be used to address specific business challenges.
HumanConcepts has created a "best practices" library of view templates that can be easily loaded into our OrgPlus Desktop and Enterprise products. These templates can be used as is or can be customized to meet your specific business requirement.
Contact sales@humanconcepts.com for more information on using the "OrgPlus View Catalog".
Below is a matrix that maps common business challenges to the “OrgPlus View Catalog”. Click the links in the table below to see sample org charts.
| Business Challenge | Description | Example Views |
|---|---|---|
| Access to Workforce Information and Structure |
Easy access to organizational structure and employee information: » Improves communication and collaboration between employees » Speeds onboarding of new employees and keep existing employee informed (especially into highly matrixed organizations) » Simplifies access to employee information (especially if stored in many systems) » Reduces reliance on HR or power users to provide workforce data » Provides a single unified org chart of the entire organization (for example, contractors and permanent employees) » Provides accurate, timely organizational information which in turn improves and speeds workforce decisions » Improves efficiency - search for resources and if a specific resource is not available, peers, subordinates or managers can be contacted. |
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| Workforce Optimization | Workforce structure needs to be periodically analyzed and restructured to make sure that it is aligned with business objectives. Managers can access whether: » The structure of a department is in line with business objectives. » The capacity of a department is in line with the workload. » A department can be restructured in a way that both saves money and increases efficiency. |
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| Workforce Planning | Ongoing workforce planning empowers management to proactively plan for the future or quickly react to changing business conditions. Examples include: » Changing priorities » Budget mandates » Impending changes (exit of a key employee or LOA) |
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| Talent Analysis | Ongoing talent analysis is required to make sure the right people with right talent are on staff. To maintain a high performing workforce HR and managers need to periodically consider questions such as: » Who are the low performers in a department and are they in key positions? » Who are the high performers in a department? » Are career plans in place to retain and groom the high performers? » What are the key positions and are they filled by the right people? |
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| Diversity Analysis | Ongoing diversity analysis is required to make sure: » Metrics such as gender ratio, ethnicity ratio and employee age are in line with industry standards and stated guidelines. » Potential Legal and compliance risks are identified and mitigated before problems arise. |
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| Financial Analysis |
Ongoing financial analysis allows companies to manage workforce costs. Issues such as the following can be easily identified and addressed: |
