Question 1

In a nutshell, what is ORGNavi?

Accepted Answer

ORGNavi is a cloud service that treats org charts not as 'PPT diagrams' but as 'organizational strategy assets.'

Upload or connect your HR data and a position-centric org chart is drawn automatically. You can then examine organizational structure — span of control, hierarchy depth, vacancies — as numbers.

ORGNavi follows SAP's Organization Management (OM) model, the de facto global standard adopted by leading HR systems worldwide. The structure is built around positions first, then people are placed into those positions.

Bringing in data from your existing HR systems and displaying it as a clear org chart is the baseline. On top of that, we visualize headcount, org statistics, and org fitness metrics — adding a data-driven strategy tool to decisions that have until now relied on instinct.

Question 2

Can we try it before signing a contract?

Accepted Answer

Yes. After an initial consultation, we conduct a demo — and depending on the situation, we sometimes start with a pilot using real data.

In the demo you can directly interact with the live product: the org chart viewer, restructuring simulator, structural metrics, and other key features. No pressure around contracts or pricing. Just reach out through the contact page to request a demo.

Question 3

How is it different from a PowerPoint org chart?

Accepted Answer

A PowerPoint org chart is ultimately a hand-drawn picture of a single moment. ORGNavi is a living org chart connected to data.

PPT org charts require redrawing from scratch every time there's a reorganization, and the boxes contain nothing but names and lines. By the next day it's already out of sync with reality.

With ORGNavi, when HR data changes the org chart redraws itself. Each box shows freshly calculated headcount and structural metrics, and restructuring plans can be made in multiple versions and compared before finalizing. It's not a picture — it's an org chart you can read and calculate.

Question 4

Does it replace our HRIS (SAP SuccessFactors, Workday)?

Accepted Answer

No. It's not a replacement — it fills the gaps that HRIS structurally cannot cover.

Payroll, attendance, and performance management stay with your existing systems. ORGNavi takes on two things those systems can't handle.

First, the organization's unique structure that doesn't fit standard fields, or that can't be drawn as an org chart even when the data exists — what has until now only been managed in PowerPoint. Global HR systems understand 'jobs' and 'positions,' but have virtually no formal place for Korean-style rank (the seniority hierarchy of assistant manager, manager, senior manager). And some companies display the same team leader position differently on the chart depending on whether the holder is an executive or a department head — something HRIS simply can't express.

Second, a quantitative lens on organizational structure. Metrics like span of control, hierarchy depth, and vacancy distribution are provided in a form that lets you see whether the organization is within an appropriate range.

We're a complement, not a competitor. For companies using SAP, ORGNavi isn't replacing SAP — it's layered on top as the executive org view that SAP can't show.

Question 5

What changes after adoption?

Accepted Answer

The org chart shifts from 'something you make' to 'an organizational strategy asset.'

For practitioners, the repetitive org chart redrawing that came with every reorganization or personnel change disappears. Once connected, it stays current.

For those managing headcount — HR leaders and executives — decisions gain a factual basis. Before finalizing restructuring plans, you can use simulation to check structural risks in advance (overloaded managers, underutilized managers, span-of-control imbalances), and verify numerically whether the organization is within an appropriate range.

In one line: the practitioner's workload shrinks, and the decision-maker's judgment moves from instinct to data.

Question 6

How is it different from our expensive global HRIS, and why spend extra?

Accepted Answer

HRIS runs HR operations — payroll, appraisals, attendance. ORGNavi handles organizational structure.

HRIS includes org chart features, but it doesn't show you whether the organization is well-designed through metrics. The same applies to supporting Korean-style org chart expressions, as mentioned above. ORGNavi fills those gaps. Since it's a tool that supplements existing systems, the cost is proportionally lighter.

Question 7

What's the ROI?

Accepted Answer

Two dimensions.

First, time savings. One reorganization moves more people than you'd expect. HR executives, practitioners, and each division's HR staff all spend days redrawing their own version in PPT and Excel. Then there's the consolidation, reconciling discrepancies, and getting approvals — all repeated every time. It's labor cost that's scattered across the company and hard to see on any single line.

This repetitive work drops significantly. The larger value is that these people can redirect their time from manual tasks to actual organizational design judgment.

Second, improved decision quality. Before finalizing restructuring plans, you can place the current organization and the proposed change side by side on two screens for direct comparison — speeding up the restructuring work itself. Structures where one manager has 30 reports, or vacancies are concentrated in one division, get caught before they're finalized. Multiple restructuring options can be saved by version and compared side by side, so Plan A and Plan B can be evaluated against the same criteria at the meeting table.

Drawing org charts gets easier. Organizational design gets more sophisticated.

Question 8

How is pricing structured?

Accepted Answer

The base license scales with headcount. Like a progressive tax, the per-unit rate changes by tier — so it becomes more economical as you grow. Annual subscription is the default; monthly is also available.

Separately, some items incur additional costs depending on requirements: additional sites, SSO integration, HRIS integration (SAP, etc.), dedicated cloud, source code escrow. Most are one-time or at-cost. Specific figures are provided based on your scale and requirements.

Question 9

Is this the right product for our size (500–3,000 employees)?

Accepted Answer

Yes — that range is where ORGNavi fits best.

At this scale, manually managing org charts becomes genuinely difficult, and understanding structure visually alone breaks down. That's precisely where the tool delivers the most value. It works well above and below that range too, depending on your organizational needs.

Question 10

Can we use our company's existing rank and grade system as-is?

Accepted Answer

Yes. We keep each company's rank, grade, position, and title separate at the data level — without mixing them together.

ORGNavi views organizations through these four axes, a distinction that aligns with global HR system thinking and is close to an industry standard.

- **Rank (Level)** — the vertical hierarchy: staff, associate, manager, etc.
- **Grade** — a finer classification for salary and qualification management
- **Position** — a role with responsibility: team lead, division head, etc.
- **Title** — the display label that goes on a business card

Your company's labels stay as-is; internally we organize data using these four axes. So org charts don't get tangled through repeated promotions, transfers, or restructurings.

Every company has its own naming conventions and rules for these four axes. During onboarding we go through a mapping and adjustment process tailored to your system — this is work BIGMAUM has done across many organizations.

FAQ