Dashboard templates
When creating a new dashboard, you have the option to create it from a template.
This document walks you through the details of each of the pre-built templates. It will help a user who is new to Employee Cycle understand how to navigate the pre-built templates.
Currently, we have the following templates available:
Headcount Template Overview
A headcount dashboard in the context of HR (Human Resources) is a tool that helps you see various important numbers and trends about the people working in your organization at a glance. This can include everyone from full-time employees to part-time workers and contractors. Understanding these metrics can help leaders make informed decisions about their workforce.
Metrics Explained:
1. Total Headcount: This is the total number of people working for your organization at any given time. It includes full-time employees, part-time workers, and contractors. Think of it as a snapshot of how many people are in your team.
2. Headcount Over Time: This shows how the number of people in your organization has changed over a specific period, like months or years. It's like looking at a timeline to see when your team grew or shrank.
3. Headcount by Department (Pie Graph): This is a pie chart that helps you visualize how your workforce is divided among different departments, like Sales, Marketing, or Engineering. It's a quick way to see which parts of your company have the most people.
4. Headcount by Location: If your company has multiple offices or locations, this metric shows you how many people work at each place. It helps in understanding the distribution of your workforce geographically.
5. New Hires (Year to Date): This tells you how many new people have joined your organization from the beginning of the year until now. It's a measure of how much your team is expanding.
6. Leavers (Voluntary and Involuntary): This metric shows how many people have left your organization, including those who left by their choice (voluntary) and those who were asked to leave (involuntary). It's important for understanding employee turnover.
7. Turnover Rate (Year to Date): The turnover rate is a percentage that shows how many employees have left the company compared to the total number of employees, calculated from the start of the year. A high turnover rate might indicate issues that need addressing.
Additional Comments
- Add More Metrics: You can add more metrics to the dashboard if you need to track other aspects of your workforce.
- Filter Metrics: You can also filter these metrics to dive deeper into the data. For example, you might want to look at the headcount for a specific department or location only.
Turnover Templates Overview
Understanding turnover rates is crucial for HR leaders to manage their workforce effectively. Turnover refers to the rate at which employees leave a company. Tracking turnover is important because it can be one of the biggest costs to a business. High turnover rates can indicate problems within the organization, such as employee dissatisfaction or a misalignment between the company's needs and its workforce capabilities. By understanding turnover rates across different segments of the organization, HR leaders can identify issues early and implement strategies to improve retention.
Metrics Explained
1. Overall Turnover Percentage (Year to Date): This metric shows the percentage of employees who have left the organization from year to date
2. Departures (Year to Date): This includes both voluntary departures (employees who chose to leave) and involuntary departures (employees who were let go) departures. Tracking both types helps understand the reasons behind turnover.
3. Total Hires (Year to Date): To see if you're hiring quickly enough to keep up with turnover, this line graph compares the number of new hires to the number of departures over the same period. It helps ensure that critical roles are not left vacant for long periods.
4. Turnover by Location: This metric reveals how turnover rates vary across different office locations or regions. It can highlight specific areas where workplace improvements or management changes might be needed.
5. Turnover by Department: Similar to turnover by location, this shows which departments have higher or lower turnover rates. It helps identify departments that might be struggling with leadership, workload, or morale issues.
6. Turnover by Gender Identity (DEI Concerns): For organizations focused on diversity, equity, and inclusion (DEI), tracking turnover by gender identity can uncover if certain groups are leaving more than others. This insight can guide efforts to create a more inclusive work environment.
Additional Comments
- Add Additional Turnover Metrics: If there are other aspects of turnover you're interested in tracking, the dashboard allows for the addition of more metrics to get a fuller picture.
- Filter Metrics: You can filter these metrics to narrow down your analysis. For example, you might want to look at turnover rates for a specific age group, tenure range, or ethnicity
By closely monitoring these turnover metrics, HR leaders can gain valuable insights into the health of their organization. Understanding the reasons behind turnover, whether they're related to specific locations, departments, or demographic groups, enables the implementation of targeted strategies to reduce turnover. This not only helps in retaining talent but also in reducing recruitment costs and maintaining a positive company culture.
DEI Template Overview
Diversity, Equity, and Inclusion (DEI) metrics are essential for HR leaders to understand the unique characteristics and needs of their diverse workforce. These metrics can provide insights into whether certain groups within the organization face morale challenges, negative sentiment, or other issues that could impact productivity, innovation, or the overall workplace environment.
The DEI (Diversity, Equity, and Inclusion) dashboard is a tool designed to give HR leaders a clear view of the diversity within their organization. It helps in monitoring how different groups are represented and if there are any noticeable trends or disparities that need addressing. By analyzing these metrics, HR can implement strategies to support a more inclusive workplace.
Metrics Explained
1. Headcount by Gender Identity: This metric provides an overview of how many individuals of different gender identities are employed at your organization. It helps in understanding the gender diversity within your workforce.
- Headcount by Ethnicity: This shows the distribution of employees across different ethnic groups. It's crucial to ensure your organization reflects the broader society's diversity or identifies areas where more inclusivity is needed.
3. Headcount by Generations: This metric breaks down the workforce into different generational groups (like Baby Boomers, Gen X, Millennials, Gen Z). It can help HR tailor communication, benefits, and career development programs to meet the varying needs and preferences of each generation.
4. Turnover by Gender Identity: Tracking turnover rates for different gender identities can reveal if certain groups are leaving the organization more than others, which might indicate issues with the work environment or culture.
5. Turnover by Ethnicity: Similar to turnover by gender identity, this metric shows if employees from specific ethnic backgrounds have higher turnover rates, which could signal systemic issues or dissatisfaction among these groups.
6. Overall Turnover: This gives a general view of the organization's turnover rate, allowing you to compare if diverse employees are leaving at a higher rate than the workforce's overall average.
Additional Comments
- Add Additional Metrics: If there are other aspects of DEI you're interested in exploring, you can add more metrics to the dashboard. This could include measures of disability, veteran status, or other dimensions of diversity.
- Filter Metrics: You have the option to filter any existing metrics to dive deeper into the data. For example, you might want to look at gender diversity within a specific department or the turnover rate of a particular ethnic group in a certain location.
By using the DEI dashboard, HR leaders can gain a comprehensive understanding of their organization's diversity and inclusivity. This understanding enables them to identify areas for improvement, celebrate strengths, and implement practices that foster a more equitable and inclusive workplace. Monitoring these metrics closely helps ensure that all employees feel valued and supported, contributing to a positive and productive work environment.