The future – and for some, the present – of a truly strategic human resources (HR) department is the ability to collect sufficient data about your workforce and the means to glean valuable insights from it.
Workforce planning metrics for your organizational chart are an important piece of this overall data picture.
What are workforce planning metrics – and why should you care?
Workforce planning metrics are information about your workforce that you can track, analyze and leverage to help improve your business, enhance working relationships, proactively plan for the future and lead better. For example, with these metrics you can:
- Assess your organization’s ability and preparedness to reach certain goals
- Identify organizational strengths and challenges
- Confirm placement of the right people in the right roles
- Uncover skill gaps that can hold your organization back from getting where it needs to be
- Make decisions about your staff
If you’re a C-level leader, general manager or HR strategist, you need to be able to quickly see what all the components are around a business as a whole, or an individual business unit or team.
Embedding workforce planning metrics within your org chart gives you a detailed view of your employee population right there in front of you, saving time and offering convenience. As you make adjustments, it helps to keep employee information top of mind. This also helps with scalability.
Which companies need to be concerned with these HR metrics?
Frankly, all companies need an org chart with basic personnel information available at a glance. It creates clarity, order and responsibility. But as the complexity of a business increases – the more people report to a manager, the higher the layers of leadership or the greater the number of business units, for example – the need for visibility increases.
Workforce planning metrics provide that visibility.
A word on org charts: Perceptions of the past versus realities of the present
Previously, org charts were a static snapshot in time, a 2D printout for display in a cubicle. They served as an empty toolbox – just a chart of names and faces showing who’s who and the company’s general organizational structure. People thought of them as cumbersome to maintain and update – little more than an administrative task undertaken in response to change.
Those days are long gone.
Now in a matter of minutes, you can see the overall, high-level view of a business as a whole. Or, if desired, you can drill down past the business unit or team view to the individual employee level. There are a variety of metrics you can look at and analyze. And they can help you make strong predictions and more informed plans for the future.
So, given the abundant options, what are the most important, must-have workforce planning metrics you should include in your org chart? Let’s take a closer look.
Top 5 workforce planning metrics for your org chart
Knowing who is part of your company, and in what capacity they serve, is crucial when calculating budgets and analyzing organizational effectiveness. The headcount metric is the basis for examining other workforce planning metrics such as:
- Turnover rate
- Total compensation per employee
- Each manager’s span of control
Beyond simply displaying the number of people, your org chart should help you identify your workforce by type:
- Full time
- Part time
Since the COVID-19 pandemic, remote working has skyrocketed in popularity and acceptance. To that end, you not only need to know which employees and contractors are on-site versus remote, or on a hybrid schedule, but where they are located. After all, remote staff could reside in different cities or states.
Evaluating total workforce headcount and distribution, both geographically and departmentally, can be integral to your people strategy and helps to ensure that you have the staff in place to achieve organizational goals.
Headcount and distribution are indicators of the complexity of a business and the management responsibilities of each unit or team. Especially when overlapped with other workforce planning metrics, they can also reveal the challenges that could potentially lie ahead.
- For example, is a team dominated by remote employees or contractors and perhaps at higher risk of engagement problems?
- How might the information shape how managers interact with and blend their teams?
- How could the data impact diversity and inclusion initiatives?
- How might the organization’s culture be impacted?
Knowing the number of people who work with your organization and their status can also help you determine which laws apply to your company for compliance purposes, and which laws are advantageous and provide a financial opportunity for your company.
2. Span of control
A subcategory of the headcount metric, span of control provides measures for each manager by answering the following questions:
- How many employees report directly to them?
- How many total employees are within their sphere of influence? For example, do they manage other leaders and therefore have an indirect reporting relationship to all those employees under those leaders?
This part of your workforce metrics can be calculated for the whole organization or specific parts of the business. When span of control is coupled with metrics like performance rating, budget and turnover, you can gauge the overall effectiveness of each manager.
Of course, some managers are individual contributors – a manager in title only, without any direct reports. A project manager or program manager are good examples of this phenomenon. Obviously, their span of control – or lack thereof – should distinguish them from other managers on the org chart. Be sure not to include them when calculating and analyzing managerial efficiency so your numbers are as accurate as possible.
3. Salary rollup
A business’s biggest expense is often its human capital, or labor costs. Salary rollup is the combined pay of a company’s people, either at the organizational level, departmental level or within a specific manager’s purview. Additionally, this metric can be further investigated down to the individual level. It provides a starting point for budget discussions surrounding your workforce.
Having an org chart equipped with the salary rollup metric enables executives and HR professionals to:
Visualize the total cost of their workforce