Friday, 2 September 2011


Radar graphs are similar to line graphs, except that they use a radial grid to display data items. A radial grid displays scale value grid lines circling around a central point, which represents zero. Higher data values are farther from the center point.

Radar charts are useful when you want to look at several different factors all related to one item. Radar charts have multiple axes along which data can be plotted.

For example, you could use a radar chart to compile data about a wide receiver on a professional football team. On one axis, you could plot the percentage of passes caught. Another axis would show his yards per completion; another, his completions per 100 plays; another, blocks made; and a final axis might show his interceptions.

If a team did this for all their wide receivers, they could easily spot the best player as well as each player's strengths and weaknesses.

In a radar chart, a point close to the center on any axis indicates a low value. A point near the edge is a high value. In the football example, we would high marks near the outside due to the nature of what was being measured. In other scenarios, you might want points near the center, or low values. When you're interpreting a radar chart, check each axis as well as the overall shape to see how well it fits your goals.

Areas of applications

Radar charts are commonly used by consultants to demonstrate how a client organization compares to its competitors in a given industry. The spider chart template provides a view of data comparing the client company's performance to that of its competitors' various areas, illustrating strengths and weaknesses.
A spider chart shows how a team has evaluated several organizational performance areas. The investigation that feeds data to the chart should include varied perspectives to provide an overall realistic and useful picture of performance.
In finance, radar chart be used to corporation’s profit and the variation of financial index. In quality management, it can also be used to measure the distance between expect quality and actual quality. In organization, it assesses the morale of staff, commitment to a process or relative teaching strengths.


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