HR Monthly Business Review Sample Presentation

Monthly Business
Review
Month 2013
JOHN DOE
HEAD
HUMAN
RESOURCES
The Key is: Listen Closely

JACK WELCH
Sample
Sample
HR
HR
Dashboar
Dashboar
d
d for
for
MBR
MBR
(Dummy
(Dummy
Data
Data
used)
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 MAR13.

XYZ position closed, identified and offered in 30 days,
reducing the TAT by 60 days.
MONTH13 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
Onboarding vs Attrition
Sample
Sample
HR
HR
Dashboar
Dashboar
d
d for
for
MBR
MBR
(Dummy
(Dummy
Data
Data
used)
used)
(JAN13 - MAR13)
10%
Offered vs Joiners vs Attrition
474
7%
90%
440
93%
350
429
Active
Absconding
Personal Reasons
412
M1 Attrition For MAR13 NJs
245
385
Offered
Resigned
354
Joiners
Jan'13
Feb'13
Inference
308
Brief on the data, give an overall

explanation in metrics point of view.
Draw your
insights.
Attrition
Mar'13
inference
and
share
your
Headcount vs Attrition
Headcount
(APR12 MAR13)
Sample
Sample
HR
HR
Dashboar
Dashboar
d
d for
for
MBR
MBR
(Dummy
(Dummy
Data
Data
used)
used)
Attrition
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)
96% YTD 2% Attrition (MoM)
Retention vs Attrition
Retention
Sample
Sample
HR
HR
Dashboar
Dashboar
d
d for
for
MBR
MBR
(Dummy
(Dummy
Data
Data
used)
used)
(YoY) (2001 - 2012)
Attrition
1602
57%
48%
38%
38%
30%
529
4
298
147 Retention Trend
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
19%
17%
2001
15%
9%
Attrition Trend
2002
2006
2007
2008
2009
2010
2011
2012
You
You may
may attach
attach the
the associated
associated working
working file
file with
with the
the presentation,
presentation, you
you may
may do
do it
it by
by going
going to
to INSERT
INSERT TAB
TAB >
> OBJECT
OBJECT >
>
CREATE FROM FILE > DISPLAY AS ICON > OK in MS Powerpoint. Its a personal preference though, not mandatory.
Cost
HIRING COST MONTH13
16%
22%
62%
Associate Referral
Direct
Vendor
Please
Please Note:
Note: Associate
Associate ReferralReferral- includes
includes
Sources:
Sources: Job
Job Portals
Portals &
& Emp.
Emp. Referral
Referral
Direct & Job Portals

100% Cost Avoidance for Business
Sample
Sample
HR
HR
Dashboar
Dashboar
S a l a ry C o st =
Y Y X X X Z Z Z J J J .0 0 d
d for
for
C u rre n t H e a d co u n t = Y Y Y Y
MBR
MBR
(Dummy
(Dummy
Data
Data
Biz 22
5.00
used)
used)
Biz 21
4.00
Biz 20
10.00
Biz 18
4.00
Biz 17
3.00
Biz 16
7.00
Biz 15
6.00
Biz 14
2.00
Biz 13
3.00
Biz 12
3.00
Biz 11
4.00
Biz 10
6.00
Biz 9
4.00
Biz 8
5.00
Biz 7
3.00
Biz 6
6.00
Biz 5
4.00
Biz 4
4.00
Biz 3
9.00
Biz 2
17.00
Biz 1
6.00
0.00 2.00 4.00 6.00 8.00 10.00 12.00 14.00 16.00 18.00
Figures in Crores. Approximated for graphical
representation
Salary Cost
Launches & Initiatives
Employee Engagement Programs
Womens Day Celebration
Holi Celebrations
Concept Day
Sample
Sample
HR
HR
Dashboar
Dashboar
d
d for
for
MBR
MBR
(Dummy
(Dummy
Data
Data
used)
used)
(MAR13)
(MAR13)
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
Th
an
k
Y
o
u
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.
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
KRAs 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 KPIs and presenting the actual and
targeted values and the % variance between them.
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.

Audience
Compensation Analysis
Dashboards
Human capital
management 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.
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.
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.
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.
HrScorecards: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.
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.
Variance Percentage :Variance Percentage is the difference between Last year
and Current yearKPIfactors . It is used to measure the performance of a HR
function and analyze business results to better understand market conditions.
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 onbar chart .
Leadership Metrics:Show information related to soft skills, the abilities and
innate insights born out of experience, and training.
10

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/#/

hr-dashboard-demo-10042
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Monthly Business

The Key is: Listen Closely

Talent Acquisition Group

42 NEW positions closed in Biz Y, across locations.

3 Mgrs & 5 Asst. Mgrs Recruited for BIZ X in MAR13.

Campus Hiring for IT. 107 Offered.

Offered vs Joiners vs Attrition

M1 Attrition For MAR13 NJs

Brief on the data, give an overall

Write your inference on the attrition and

(YoY) (2001 - 2012)

Direct & Job Portals

Launches & Initiatives

Employee Engagement Programs

Womens Day Celebration

HRMS Automation Update

Leave Policy Module

Band/Grade & Level Policy

HR Dashboards differ w.r.t the Target

Attrition Analysis: Attrition implies to reduction in number of

Reasons for leaving (Exit interview): Employee exit interviews

Headcount by Dept: It is the employee count segregated by the

Payroll Breakdown: payroll is the sum of all financial records of salaries

Metrics Median: This explains the business plan comprising different

HR Scorecard: HR scorecard consist of the divisions, groups and

Net Addition numbers and addition percentage: Represents

HR Dashboards differ w.r.t the Target

Compensation Analysis:It is the analysis of the compensation to the

HrScorecards:It is used to keep track and analyze the factors influencing HR

HR Dashboards differ w.r.t the Target

Top Ten Reasons for terminations:Termination of employment is

Facts from: http://

Qlikview Interactive Demo: http://www.inverra.com/our-demos/#/

Want to know more?

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