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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Organisation chart
A diagram of reporting lines, showing who reports to whom from the head of the organisation down. Drawn from the employee record rather than kept as a separate file, it stays current as people join, move and leave.
The org chart matters most at points of change: a new joiner, a transfer, a promotion or a restructure. Each time, HR updates the reporting manager field, and every approval flow for leave, attendance regularisation and expenses follows that field.
Before each appraisal cycle, HR runs a quick check: are there managers with no reports, employees reporting to someone who has left, or spans of twenty or more under one person? Each of these breaks review routing.
The usual mistake is maintaining the org chart as a separate slide while the HR system holds different reporting lines. When the two disagree, approvals go to the wrong person. The chart should be generated from the employee record, not drawn by hand.
At minimum the name, role and reporting line of each person. Many also show department, location and open positions.
Whenever reporting lines change, which is easiest if it is generated from the employee records rather than drawn by hand.
Usually as a secondary line to a functional manager alongside the solid line to the main manager. Keep the solid line as the one used for approvals and appraisals.
Showing approved open positions helps with workforce planning, as long as they are clearly marked as vacant.
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