Organisation

One record.Every modulereads from it.

Change a team once and the org chart, payroll grouping and access rights follow. There is no second place where the same person is described differently.

What would we lose if Henrik Dam and Laura Holm left?
Two skills would leave the company with them: Lønbehandling and Ansættelsesret. Nobody left in Administration would cover the Payroll & HR specialist profile.
Draft · simulation scenario
A scratch copy; the live organisation is untouchedApprove
Book a demoTry a reorganisation

Org chart

Move a team. The rest follows.

The org chart is not a drawing somebody keeps up to date on the side; it is the structure itself. Drag a person to a new manager and reporting lines, payroll grouping, approval routes and access rights move with them.

  1. 3Every card is the employee record itself, not a drawing kept up to date on the side.
The org chart: the CEO with 3 direct reports and 113 in the line, the COO below with 15 and 110123
  1. 1114 people in 16 departments: the same chart by people, departments or teams.
  2. 23 direct reports, and 113 people in the line below the CEO.

A walk through Organisation

One structure. Four ways in.

Start from a person, a role, a skill or a planned change: underneath, it is the same organisation. Real screens from the product.

Employee record

Everything about one person, in one place.

One person
Employee record for Michael Ahlstrøm: tasks, meetings and kudos on top, then employment and the reporting line123
  1. 1Documents, salary, attendance, feedback, goals, career path and learning: tabs on one record.
  2. 2The reporting line comes straight from the org chart.
  3. 3Department, job profile and payroll group, read by every module.

Job profiles

Everyone against the role: who fits, who is close, and where the gap is.

Weighted skills
The Support team lead job profile in Heatmap mode: 50 of 114 people ranked by match, each skill coloured by level 0–5123
  1. KarmaSofie Lund 88 %: everyone ranked by weighted skill match.
  2. 1Taylor Brooks 64 %: strong on Ledelse (leadership), missing a must-have.
  3. 2Eskaleringshåndtering (escalation handling) is 0 for most of the bench: that is the gap to develop.
  4. 3Internal and External: all 114 employees ranked, not just applicants.

Skills

One library, shared by matching, learning and reviews.

Skills library
The skills library with 14 hard skills: categories, aliases and the number of employees per skill123
  1. 114 hard skills, 6 soft skills and 3 languages in one shared library.
  2. 2Aliases, so Zendesk or Freshdesk finds Ticketing & CRM.
  3. 3How many people hold each skill, on 0–5 levels.

Simulation

The saving and what it costs in skills, before anyone is told.

Try the change
Scenario impact: 1.84M kr net saving a year, four blockers on Save, and two skills leaving the company123
  1. 11.84M kr a year saved on 3 people, incl. 30 % on-costs. Payback in 3.9 months.
  2. 2Lønbehandling and Ansættelsesret leave the company. Two more skills are down to one person.
  3. 3Save stays blocked until the 4 gaps are handled.

Organisation simulation

Point at a name. See what leaves with them.

Before a reorganisation is announced, run it on the live organisation: the saving, the notice cost, and every skill and job profile the company would lose.

See the simulation
Hovering the lay-off action on Laura Holm previews the loss: two skills whose last holder she is, the Payroll & HR specialist profile, −608k kr a year, 195k kr one-time and 5 months’ notice

What is in it

Organisation, in full.

EmployeesMaster data, employment details and the full change history for every person, with a timestamp and an author.
Org chartDrag-and-drop structure with dotted lines for project and matrix roles. Every move is logged.
Job profilesJob families, tracks and levels. Each profile sets the skills it needs, how much each one counts and the pay band for its level.
SkillsA shared library with 0–5 levels and aliases, so “JS” finds JavaScript. Used by matching, learning and reviews.
Pay transparencyGroups and gap reporting read from the job structure. No separate data-collection exercise.
SimulationModel a reorganisation on a copy of the chart: net saving with on-costs, severance, payback and the skills it would take with it.

See it on your own data.

A 30-minute walkthrough with someone who knows the module, and your org structure, not a demo tenant.

Book a demoSee pricing