Overview
HR BI analytics dashboard
Follow labor cost, headcount, leave, loans, recruitment speed, turnover and burnout risk over the last 12 months, and understand how each figure is calculated.
4 min readLast updated
In this article
The HR BI dashboard is the management view of your workforce. It puts cost, headcount, leave, loans, hiring speed and people risks side by side, so a manager can see trends over the last 12 months and act before a problem shows up in the payroll.
Open the dashboard
Open People › Overview › HR BI Analytics Dashboard.
The page title reads HR BI Dashboard. Scroll down through the cards; each one loads on its own.
A card with nothing to show displays No data available for this period.
The four tiles at the top
Active Employees: employees whose status is Active.
Payroll (This Month): the total gross of the payroll runs whose period starts in the current month.
Outstanding Loans: the remaining balance of all active employee loans.
Pending Leaves: leave requests waiting for a decision in your branch.
The trend cards
All trend cards cover the last 12 calendar months, including the current one.
Card | What it measures |
|---|---|
Labor Cost vs Production Volume | Labor Cost is the total gross of processed payroll runs per month (draft runs are left out). Production Volume is the number of work orders completed in that month. |
Headcount Trend by Department | Employees on the books at each month end, per active department: joined on or before that date and not yet left. |
Leave Days by Month & Type | Approved leave days, by the month the leave starts and by leave type, with a Total column. |
Labor efficiency ratio | Production value divided by labor cost for each month. Production value is the completed quantity of each completed work order multiplied by the finished product's sale price. A ratio above 1 means production was worth more than the payroll. |
Loan exposure | The header shows the current outstanding balance. The chart shows Monthly recovery: loan installments deducted through payroll each month, excluding deductions reversed by a payroll rollback. |
Headcount vs budget | For each budget line of the current year: Target, Actual, Salary budget, Salary spend and Utilisation. See headcount budgeting. |
The recruitment card shows Avg. days to hire, Open positions, Closed positions and Cancelled postings for job postings published or created in the last 12 months. Days to hire run from the application date to the hire date of each candidate who was hired.
People risk cards
Turnover Risk — Top At-Risk Employees scores every active employee in your branch from 0 to 100 and lists the 30 highest, with Risk Score, Level and Unapproved Leaves (90d). The score adds three signals:
leave requests in the last 90 days that were rejected, cancelled, or left pending after their start date: 10 points each, up to 40;
a latest completed performance review rated 2 or lower: 30 points;
the same basic salary on every payslip of the last 12 months: 30 points.
A score of 70 or more is critical, 50 or more is high, 30 or more is medium. The header counts employees at high or critical level.
Burnout risk lists the latest assessments rated high or critical. The system recalculates them every week from four signals: overtime in the last 30 days (30 hours or more, or 60 hours or more), leave rejections in the last 90 days, the average performance rating of the last six months, and goal completion. A score of 75 or more is critical and 55 or more is high.
Wall of fame shows the recognition entries published for the current month. Without entries it reads No recognition entries yet.
Common questions
Why does Payroll (This Month) differ from Labor Cost for the same month? The tile counts every payroll run of the month, including one still in draft. The chart counts processed runs only.
Why is the labor efficiency ratio empty? The ratio needs both a processed payroll run and completed work orders in the month. Companies that do not use manufacturing see no ratio.