Organisation structure

Org-structure masters give your HRMS its shape. They drive the org chart, payroll routing, leave-policy mapping and reporting, so it is worth setting them up before you add many employees. An HR admin manages these.

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Add a screenshot here: the organisation-structure settings showing the departments, cost centers, locations, designations and grades masters with their active/inactive flags.

What you can define

You can create, edit and deactivate each of the following:

• Departments: the functional units of your business.
• Cost centers: units used for costing and reporting.
• Locations: where people are based.
• Designations: job titles (for example “Senior Sales Engineer”). A designation is a title, separate from a person’s access role.
• Grades: which define compensation bands (minimum, midpoint and maximum) in your organisation’s currency.

How they behave

• Each master has an active / inactive flag. Inactive entries cannot be assigned to new records, but existing assignments are unaffected.
• Records are soft-deleted, so history stays intact. A master that is still referenced by employees or other records cannot be hard-deleted: deactivate it instead.
• Every change is captured in the audit log.

How they connect to employees

When you add or edit an employee, you slot them into your structure by choosing their department, designation, location and so on. Those choices then power filtering and reporting across the HRMS.

Departments, designations and branches are also used on the Settings → Users screen when you assign access to system users, see Users & roles. The same underlying masters serve both HR records and system-user assignment.