How to Configure Your Organization Structure | Workwisely

How to configure Organization Structure details?

ADMIN HELP CENTER · ORGANIZATION STRUCTURE

How to configure Organization Structure

The setup walkthrough — six components, configured in the right order, that give every HR process a clean foundation to run on.

Core HR ▸ Organization Structure ▸ Setup Guide
Before You Start
  • New admin standing up Workwisely for the first time, or anyone refreshing the org model after a reorg.
  • Configuring Organization Structure is a one-time setup that every downstream HR process reads from.
What You'll Achieve
  • Reach the Organization Structure section from Core HR and configure its six components in sequence.
  • End up with a fully wired org so onboarding, payroll, leave, and attendance can kick off without blockers.

Two-step entry

Get to the Organization Structure screen from Core HR.

1
Open Core HR
From the main navigation, click Core HR. The left rail exposes the full HR configuration tree.
2
Select Org Structure
Click Org Structure on the left rail. The landing page shows cards for all six components you need to configure.
On This Screen
The Organization Structure landing page hosts six clickable cards — each one takes you to its own detail configuration screen.
Organization Structure overview — the six component cards

The six components to configure

Work through these in order — later components reference earlier ones.

BUSINESS UNIT / COST CENTER
Divisions and entities that own budget and operations
DEPARTMENT HIERARCHY
The nested tree — Corporate → Division → Department
DESIGNATIONS / POSITIONS
Roles, titles, and probation rules
GRADE
Pay bands and career-ladder levels
LOCATIONS
Offices, branches, field and sales sites
WORK SCHEDULE
Shift patterns, working hours, weekly offs
RECOMMENDED ORDER
Configure top-down: Business Units first, then Department Hierarchy, followed by Designations and Grades. Locations and Work Schedules can be set up in parallel.
NOTE
All six components show up as pickers during employee onboarding — make sure they're fully configured before you start onboarding real employees.

What to do after the six components are live

Validate and extend the setup.

1. Run a test onboarding. Create one test employee end-to-end. Every picker should populate. Any empty dropdown signals a missing component.

2. Tie Holiday Calendars to Locations. Head to Holiday Management, create a calendar per country / region, and attach it to each Location.

3. Configure Workflow routing. Approval workflows for Leave, Attendance, and Resignation read from Department Hierarchy and Designation — make sure those are final before activating workflows.

4. Kick off Bulk Onboarding. Once the org skeleton is live, you can bulk-import employees via CSV and every field will resolve cleanly.
Frequently Asked Questions
Do I have to configure all six components before onboarding anyone?
Yes — all six show up as mandatory pickers on the onboarding form. Skip one and new-hire creation will block on empty dropdowns.
Can I come back and add more Business Units or Departments later?
Absolutely. The six components are always editable. You can add new entries anytime; existing employees are unaffected by additions.
What if our reorg splits a Department into two?
Create the new departments, reassign employees in bulk, and set the old department's Status to Inactive. History stays intact and reporting chains switch over cleanly.
Is there a way to import the whole structure at once?
Each component supports bulk import via CSV from its respective screen. For a first-time setup, bulk-import in the recommended order (Business Unit → Department → Designation → Grade → Location → Work Schedule).
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