Phi EDGE Competency Model helps organizations identify, assess, and develop employee skills aligned with business objectives. It provides a structured framework for competency mapping, talent development, performance evaluation, and data-driven workforce planning.
Real impact delivered by Phi EDGE Org Chart — faster decisions, real-time visibility, and accurate workforce data.
Restructuring Approved
Instead of 10 days
Span-of-Control ID
Faster issue identification
Real-Time Updates
Org chart reflects instantly
Planning Accuracy
Workforce planning data
Update Time Cut
From 5 hours to 1 hour
Key Features
Visualize, manage, and optimize your organizational hierarchy with a dynamic, real-time structure built for growing teams.
View your entire organization in a real-time, interactive org chart that auto-updates with every employee addition, transfer, or exit — always accurate, always current.
Live Org ChartDefine and manage complex, multi-tiered reporting structures across departments, business units, locations, and functions — all within a single unified system.
Hierarchy ControlSeamlessly map every employee to their role, grade, department, and reporting manager — ensuring clarity of ownership and accountability at every level of the organization.
Role ClaritySupport complex matrix and cross-functional team structures with dotted-line reporting — giving you complete flexibility to model how your organization actually operates.
Matrix StructureGet instant visibility into headcount distribution, span of control, open positions, and structural gaps — empowering leadership to make faster, data-driven workforce decisions.
Workforce InsightsConnects automatically with Payroll, Leave & Attendance, Employee Lifecycle, and all other Phi EDGE HRMS modules — keeping your org structure always in sync across the entire platform.
Unified Platform
Phi EDGE builds your organizational chart automatically from employee and reporting data already in the HRMS. HR teams can view the structure by financial year, month, and department, see team sizes at every level, and identify vacant positions, all without drawing or maintaining charts manually.
Instead of a static chart that quickly goes out of date, Phi EDGE generates a live, interactive chart linked to employee records. It shows each person’s role, department, and number of reportees, highlights vacant positions, lets you filter by period and department, and can be downloaded for presentations and reviews.
Phi EDGE is built to handle multi-level hierarchical structures across departments, with clear reporting lines from top management down to individual contributors. For matrix structures with dual reporting relationships, our team can walk you through how they can be configured to fit your organization.
Because the chart is generated from live employee data, any change such as a new joiner, transfer, promotion, change in reporting manager, or exit is reflected in the organizational structure automatically. There is no need to update the chart separately.
Automation removes the manual effort of building and updating org charts. Reporting lines, headcounts, and vacant positions are calculated and displayed automatically, and changes made in other HR processes, such as onboarding, transfers, and exits, flow straight into the hierarchy.
The organizational chart shows every role, who reports to whom, the size of each team, and which positions are vacant. This helps HR and leadership spot gaps, plan hiring, balance team sizes, and ensure every employee clearly understands their role and reporting line.
Yes. The organizational structure is part of the Phi EDGE HRMS and shares the same employee data as other modules such as Payroll, Performance Management, ELCM, and Competency. Reporting lines from the org structure can drive approval workflows and appraisals, so information stays consistent across the system.
By keeping accurate, up-to-date records of roles, reporting lines, and departmental structure, Phi EDGE provides clear documentation of accountability within the organization. Combined with the audit trails maintained across HR processes, this supports internal governance and makes it easier to respond to audits and regulatory requirements.
Organizations can define their own departments, designations, and reporting relationships, and view the chart by department, financial year, and month. Display options such as showing vacant positions and choosing chart colour themes let you tailor the view to your needs.
Leaders get an instant, accurate view of how the organization is structured, including team sizes, span of control, and open positions. These insights support better decisions on hiring, restructuring, succession planning, and resource allocation.
