HR Dashboard: Monitor Organization Health & Adapt Policies

Why do you need a dashboard?

To monitor the overall organizational's HR health through salary, years of service and attrition trends to give insights into leadership and working environment

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What is a HR Dashboard?

A HR dashboard provides an overview into the various HR metrics of an organization, focusing primarily on employees' data, training, attrition, job satisfaction, organizational climate etc. This allows the HR director or manager to provide insights to the management on how HR can better support the organization's objectives and ensure that people in the organization are engaged to meet the organization’s objectives.

Why is HR Dashboard Important?

As HR is an important support function which needs to operate optimally. Apart from the direct superiors of employees, they are the ones with an insight into the pulse of the organization's health. High attrition numbers are usually a telltale sign of problems either with the leadership or other external factors. Having the first-hand insights for the HR director or manager through a HR dashboard is a key important tool in any organization.

When you get insights into these matters, they can immediately surface issues to the management so that they can make the right decisions and take action to improve the situation.Having the key insights delivered quickly, instead of relying on old-school methods of generating reports allows your HR department to focus on the things that really matter.

What are some examples of key metrics of a HR Dashboard?

There are hundreds of metrics that can be tracked in HR. Some of them might not apply to all organizations, but here are the more common ones:

Demographics - shows the distribution of employees in terms of age, gender, race, educational level, years in service.

Training Costs - the amount of investment spent on training and upgrading employees.

Attrition Rate - keep track of any trends of employees leaving which could be due to company culture or external trends.

Time to Fill - determines efficiency of recruitment as well as cost in acquiring a new employee.

Job satisfaction - shows if a climate Organizational climate survey - determines the level of engagement on various policies and working environment in the company.

What other insights can we get?

Depending on your organization, we can help integrate other data that you might have to give better insights into your organization. Examples would be like employee's performance, sales figures for salesperson, or employee's satisfaction.

We can correlate employee's performance and years of service, and look at consistency trends, as well as accomplishments of KPIs to look at potential pay raises. It will also help ensure that there is greater transparency and fairness to decide on increments etc. in the company.‍

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