Organizational charts, we’ve all seen them - the pyramid of boxes and lines that lists everyone in your organization or department from the top, down. When it comes to visualizing your organization’s workforce, the organizational chart is still one of, if not the most popular, tools available to HR professionals.
But really, it’s nothing more than a glorified flow chart, right?
The org chart is more than a visual depiction of the internal structure of an organization. It can be used as a tool to discover important business insights and make strategic HR planning decisions for the company.
The problem with organizational charts
The problem with most org charts today is that while they provide a great visual, they typically lack the depth of information that is necessary to support or show the reasoning behind a specific HR initiative. They also fail to provide enough detail to support an informed discussion about HR and talent programs with C-level executives.
Yes, an org chart should provide a visualization of your organization’s workforce, but consider the benefits of an org chart that also includes key talent management indicators that are important to the business.
- goal performance,
- high and low performers (incorporating employee appraisal results), as well as
- succession planning information.
Known as a performance-based integrated organizational chart, this enhanced org chart helps to facilitate a deeper understanding of the HR department’s connection to business strategy. It also allows for a more meaningful exchange of ideas between the C-level and HR.
How a performance-based integrated organizational chart can benefit your organization
1. Org charts depict how both information and authority flow between people and departments.
2. Visually display top and low performers in your organization based on performance appraisals.
3. Identify recruitment gaps for vacating positions with no identified internal successor.
4. Identify senior positions without read-now successors and continue talent pool development internally.
5. Conduct a goal alignment check and create development plans for underperforming divisions.
6. Visualize and analyze compensation matrix for top performers.
7. Illustrate the connection between succession planning, employee performance and HR strategy.
Use this performance-based integrated org chart template to plan for the future
Most organizational charts today are reactive, rather than proactive. In order to understand who does what and who reports to who, we draft a flow chart to reflect how the organization looks today.
A better alternative, however, is to integrate key talent management indicators that matter to business in order to reflect where you want the organization to go in the future.
Want to reap the benefits of org charts in your organization but don’t know where to start?
Download our free organizational chart template to create an integrated tool that incorporates high level performance metrics and succession planning status into a simple, easy to use PowerPoint format.