Resource Groups Invented

By occupation you can be anybody in your organization, but for your organization you're also as a resource with different qualifications, track record, location, utilization capacity, etc. Managing that, can be a real challenge.

Originally, the Resource Groups were intended for one thing: to be a way to group your resources based on your preferences. The most popular way the Resource Groups were used was grouping the resources by department. But that was it.
If someone, for example, from the Design department was supposed to take part in some action in the Sales department as well, you had move that resource from one Resource Group (department) to the other. And it worked, but that wasn't too efficient was it? Thus, the Resource Groups were reinvented.

The new version is significantly more flexible, giving you the freedom you need to efficiently (and comfortably) manage your resources: no moving of the resources or any of that nonsense, but just assigning and re-assigning them different groups. Assigning them different roles.

The actual use

The core idea of the new Resource Groups is not to limit your resources to just one group, but namely encourage the use of one resource in different groups. Just like in the Matrix Structure you might know from the ever-growing field of HR.

Let's say you have a senior team member George who, on different occasions, participates in sales, invoicing and house calls, i.e. he takes on different tasks, has a pretty long track record with the organization and is, at the same time, located away from the main office. You could, of course, color each of George's tasks or resources differently, thus making it more clear what George's day/week/month is all about, but what if you have 50 people to manage? What about 500? What then?

That's the place simply color coding may not suffice and the Resource Groups come into play. You can easily create a Resource Group named "Tasks" listing different tasks: sales, invoicing and house calls, for example, and assign George accordingly. Should your organization expand in time and open branch office in another location, you could create another resource group designated "Location" and so on. 
You could even group your resources based on the time they have worked in the organization (3/6/9 years) or based on their expertise in a specific area (novice/ semi-pro/pro)... And these are just a few examples - the applications for this feature are essentially endless.
While in Ganttic, you simply have to click open a resource, "add a new field", name it, choose "List of values" and start listing them. After assigning each of your resources accordingly, by using the method for grouping, you can easily see them pop up exactly the way you like.

To make things even more interesting, you can even use different filters to pick out that specific skill-set or education-experience-combo, but that's a story for next time.