Monthly Business Review
Month 2013
JOHN DOE
HEAD – HUMAN RESOURCES
“The Key is: Listen Closely”
JACK WELCH
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
Talent Acquisition Group
 42 NEW positions closed in Biz Y, across locations.
 56 REPL positions closed in Biz X.
 ZERO – Cost Avoidance in Biz Z Hiring. Incl. of Remote
Locations.
440
Total Hires
0%
Vendor
Hiring
in for Biz X
0%
Vendor
Hiring
in Biz J
 3 Mgrs & 5 Asst. Mgrs Recruited for BIZ X in MAR’13.
 XYZ position closed, identified and offered in 30 days,
reducing the TAT by 60 days.
MONTH’13 Joiners
 Campus Hiring for IT. 107 Offered.
 4 IT REPL positions – closed in 4 days, post approval.
 All positions closed in Biz J, achieved saturation.
Specify Each Biz Name
2
Onboarding vs Attrition
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
(JAN’13 - MAR’13)
7%
Offered vs Joiners vs Attrition
3
10%
474
440
93%
350
429
90%
Active
Absconding
Personal Reasons
412
M1 Attrition – For MAR’13 NJ’s
245
385
Offered
Resigned
Inference
354
Joiners
Jan'13
Feb'13
308
•
Brief on the data, give an overall
explanation in metrics point of view.
•
Draw your inference and share your insights.
Attrition
Mar'13
(APR’12 – MAR’13)
4
Attrition
Headcount
10%
11%
9%
9%
Mar-13
Jan-13
7%
Dec-12
Nov-12
Oct-12
Sep-12
Jul-12
Jun-12
May-12
Aug-12
9%
8%
Apr-12
11%
Feb-13
Headcount vs Attrition
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
10.02%
1510
2202
9.15%
9.39%
8.74%
Active Male
Active Female
Write your inference on the attrition and
headcount. Also, try to specify, the BUs, which
are having high attrition and vice-versa.
24% Headcount
(YoY)
Q1
Q2
61%
Male
Q3
74%
Female
96% YTD 2% Attrition (MoM)
Q4
Retention vs Attrition
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
(YoY) (2001 - 2012)
Retention
Attrition
1602
57%
48%
38%
38%
30%
529
298
4
19%
17%
15%
9%
147
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
2001
2002
2006
2007
2008
2009
2010
2011
2012
You may attach the associated working file with the presentation, you may do it by going to INSERT TAB > OBJECT > CREATE
FROM FILE > DISPLAY AS ICON > OK in MS Powerpoint. It’s a personal preference though, not mandatory.
5
SALARY COST =
CURRENT HEADCOUNT = YYYY
Cost
HIRING COST – MONTH’13
16%
22%
62%
Associate Referral
Y Y X X X Z Z Z JJ J. 0 0
Direct
Vendor
Please Note: Associate Referral- includes –
Sources: Job Portals & Emp. Referral
Direct & Job Portals
100% Cost Avoidance for Business
Biz 22
Biz 21
Biz 20
Biz 18
Biz 17
Biz 16
Biz 15
Biz 14
Biz 13
Biz 12
Biz 11
Biz 10
Biz 9
Biz 8
Biz 7
Biz 6
Biz 5
Biz 4
Biz 3
Biz 2
Biz 1
0.00
5.00
4.00
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
10.00
4.00
3.00
7.00
6.00
2.00
3.00
3.00
4.00
6.00
4.00
5.00
3.00
6.00
4.00
4.00
9.00
17.00
6.00
5.00
10.00
15.00
20.00
Figures in Crores. Approximated for graphical representation
6
Launches & Initiatives
(MAR’13)
Employee Engagement Programs
•
Women’s Day Celebration
•
Holi Celebrations
•
“Concept Day“
Sample
HR
Dashboard
for MBR
(Dummy
Data used)
HRMS Automation Update
•
•
Leave Policy Module
Attendance regularization Module
Policy Roll-Outs
•
•
•
•
•
Band/Grade & Level Policy
Leave Policy
Separation Policy
Relocation Policy
Pay Revision Policy
Thank
You
7
HR Dashboards differ w.r.t the Target
Audience
Attrition Analysis Dashboards

Attrition Analysis: Attrition implies to reduction in number of employees
through resignation separation. It is major concern for most of companies in
the current competitive scenario. It causes lots of expenses such as
Recruitment cost, Training development and Administrative cost.

Reasons for leaving (Exit interview): Employee exit interviews monitors
employee retention and satisfaction. It is important to understand why an
employee leaves and what information we can use to avoid future
employee losses. The dashboard represents the analysis of reasons for leaving
of employees on the bases of selection of years form combo box.



Attrition rate and tenure: The attrition rate has always been a sensitive issue for
all organizations as it increases the expenses for recruitment. The given
dashboard shows the historical data analysis related to Attrition Rate and
tenure which enables manager to take effective decision to reduce the
attrition rates.
Voluntary numbers and Percentage: To provide information on voluntary
labor turnover in the company to aid the HR department in strategic decision
making. Through quantitative data analysis the research will try to identify
areas in the company where voluntary labor turnover is higher than the
average.
Net Addition numbers and addition percentage: Represents number of new
recruits joined in company on behalf of terminated employees. This Analysis
reflects information towards HR department to keep track on recruitment
process.
8
HRM Dashboards

Headcount by Dept: It is the employee count segregated by the
departments, by this we can govern the employees on the basis of their
KRA’s and the delegation of the workflow can be done accordingly, with the
measure of their individual competency. Dashboards also provide the
previous trends of employees and the competency assortment individually
hence the right individual is selected for the right job.

Payroll Breakdown: payroll is the sum of all financial records of salaries for an
employee, wages, bonuses and deductions. In accounting, payroll refers to
the amount paid to employees for services they provided during a certain
period of time. Under this KPI, NIVIDH Dashboards will keep the track of the
payrolls synchronizing on the basis of salary, bonus, overtime and
miscellaneous.

Metrics Median: This explains the business plan comprising different factors
and balancing those factors to view the monitory growth and the cash flow
of the organization. The factors covered in the metrics median are Expense
factor, Income Factor, Revenue Factor and Earning Factor.

HR Scorecard: HR scorecard consist of the divisions, groups and Subgroups
consolidated for all the KPI’s and presenting the actual and targeted values
and the % variance between them.
HR Dashboards differ w.r.t the Target
Audience
Compensation Analysis
Dashboards

Compensation Analysis: It is the analysis of the compensation to the
employees according to the distinct category and competency, the analysis
is comprised of the factors as job function, division, tenure, age, and
workforce.
9
Human capital management
Dashboards:

Hr Scorecards: It is used to keep track and analyze the factors influencing HR
KPIs such revenue/FTE ,Profit/FTE and etc. HR Scorecard has made it possible
for HR managers to understand how to align HR strategy with the overall
business objectives. It Increases focus on strategy and results.
Financial Matrices: This KPI will reflect the financial health of the organization
globally driven by the employees and other influencing factors. Profit and
cost center is analyzed and the allocation of the revenue is done
accordingly, dashboards can show the entire financial status in such
matrices.
HR Metrics/ FTE (Full time equivalent): To convert part-time staff into FTEs, total
numbers of hours worked by part-time employees are divided by the total
number of hours in the work year. FTE is a way for the organizations to
measure, manage and track term-by-term instructional activity, Enrolment
trends and enrolment patterns.
Compensation actual versus Budget: This is the area under which budgeted
values are compared with the actual ones, this can be used to analyze the
growth or the difference in a given period of time.
Variance Percentage : Variance Percentage is the difference between Last
year and Current year KPI factors . It is used to measure the performance of a
HR function and analyze business results to better understand market
conditions.
Average compensation by jobs: This KPI for HR represents comparable
analysis valuation of overall compensation of the company by jobs. It will
help managers for better decision making and planning budget for
compensation.
Total Compensation by type: This reflects comparable analysis of overall
compensation of the company by type such as salary, bonus, basic salary
and etc . This is the area which provides ability to managers planning
effective compensation budget and try to achieve more benefits.
Continent wise Data analysis: Shows KPIs historical data by Continents. Pie
Chart shows the Overall total of HR KPIs and by click on Pie chart shows
historical data on bar chart .
Leadership Metrics: Show information related to soft skills, the abilities and
innate insights born out of experience, and training.
10
HR Dashboards differ w.r.t the Target
Audience
Termination Factors
Dashboards

Top Ten Reasons for terminations: Termination of employment is the end of an
employee's duration with an employer .This dashboard shows analysis to
rectify the major reasons for terminations of employees of a company and
provide decision making ability to control the attrition rate.
Termination by per job function: It represents top ten reasons for termination
department wise such as Finance,IT,HR,Sales, marketing and etc.The pie
chart shows percentage of termination for each department while the
scorecard shows the trend of terminations based on historical data .
Termination by all divisions : It represents top ten reasons for termination
Region wise. The pie chart shows percentage of termination for each Region
while the scorecard shows the trend of terminations based on historical data.

Facts from: http://www.nividh.com/bi/ondemand/hrm-bi-dashboards.jsp

Qlikview Interactive Demo: http://www.inverra.com/our-demos/#/hrdashboard-demo-10042
Want to know more?
Say..
hello@jeyaganesh.in
This work is
licensed under a
Creative
Commons
AttributionNonCommercialShareAlike 2.5
India License.