Manpower Atlas · 09 Jun 2026

Good & Fast
GNF manpower.

Live workforce status, forecasting and risk for a 749-strong RMG operation — fed by the organogram, an Excel sheet, or a connected Google Sheet.

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The workforce warp

Each band's width is its share of the workforce. Tap a band to open it.

Who leads what

Heads of division and section as drawn in the organogram. Most authority tops out at Deputy / Assistant Manager level.

Leadership gaps

Senior seats (Manager level and up) left empty — the count below feeds the risk tab.

8
vacant senior seats (Manager / Dy. Manager / AGM)

How the workforce breaks down

Tier by job grade, not by division. A steep production pyramid — roughly one manager for every fourteen workers.

Management

The officer line that sets direction and signs off decisions — Manager, Deputy Manager, Assistant Manager, AGM and In-charge grades; heads of division and section.

Staff

The white-collar and supervisory layer that runs the day-to-day and controls quality — Senior / Executive / Junior Executives, Supervisors, Quality Inspectors, designers and clerical-technical officers.

Workers

The direct operatives who physically make and move the product — machine Operators and Assistant Operators, line technicians, packing hands, security guards, loaders and cleaners.

Open seats — where the vacancies sit

Every box drawn empty, sorted by division and by grade.

By division

Where the open seats concentrate.

By designation

Senior grades shown in rust.

Every open seat

Division · section · the designation left unfilled. Rows in rust are senior grades.

DivisionSectionOpen designation

Headcount forecast

A simple roll-forward: each month loses people to attrition and gains planned hires. Move the controls — the model recomputes live.

How to read Set the sliders to match GNF's real turnover and hiring plans. The model rolls the workforce forward month by month — it removes the people expected to leave and adds the hires needed for your growth target. Read the four cards left to right: where we are now, where we land, how many leave, and how many we must recruit to get there. The dashed line on the chart is the total workforce.

Risk assessment

Each division scored on leadership gaps, vacancy load and span of control. Impact = people affected.

How to read Every division gets one 0–100 score that blends how likely a leadership gap is (open senior seats, no named head, sheer size) with how many people it would affect. Higher means act sooner. In the matrix, right = more likely and up = more people hit — anything drifting to the top-right is the priority.

Division risk register

Composite score 0–100. Driven by senior vacancies, total open seats, workers-per-manager and a leaderless head.

DivisionImpactOpenScore ?Status

Risk matrix

Likelihood of leadership disruption × people impacted. Top-right is the priority quadrant.

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Upload Manpower

This area updates the live data behind every tab. Enter the HR access key to continue.

Interactive org chart

Start at GNF, pick a division — its reporting tree weaves open below. Pick another to switch.

How to read The top row is the whole company: GNF and its eight divisions. Click any division and its tree grows below — each box is a department with its headcount and the person who heads it, or Vacant (rust) where the seat is open.

↑ click a division to open its branch