HR Monthly Business Review (sample presentation)

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HR Monthly Business Review, with dummy data.
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HR Monthly Business Review (sample presentation)

  1. 1. JOHN DOEH E A D – H U M A N R E S O U R C E SMonthly Business ReviewMonth 2013“The Key is: Listen Closely”JACK WELCH
  2. 2. Talent Acquisition Group440Total Hires0%VendorHiringin for Biz X0%VendorHiringin Biz J 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 RemoteLocations. 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. Campus Hiring for IT. 107 Offered. 4 IT REPL positions – closed in 4 days, post approval. All positions closed in Biz J, achieved saturation.MONTH’13 Joiners2Specify Each Biz NameSampleHRDashboardfor MBR(DummyData used)
  3. 3. Offered vs Joiners vs AttritionOffered Joiners Attrition385 354 308429412245474440350Jan13 Feb13 Mar13Onboarding vs Attrition (JAN’13 - MAR’13)90%10%Absconding Personal Reasons93%7%Active ResignedM1 Attrition – For MAR’13 NJ’sInference• Brief on the data, give an overallexplanation in metrics point of view.• Draw your inference and share your insights.3SampleHRDashboardfor MBR(DummyData used)
  4. 4. 8%10%9%11% 9%11%7%9%Apr-12May-12Jun-12Jul-12Aug-12Sep-12Oct-12Nov-12Dec-12Jan-13Feb-13Mar-138.74%9.39%10.02%9.15%Q1 Q2 Q3 Q4Headcount vs Attrition (APR’12 – MAR’13)Headcount Attrition24% Headcount (YoY)96% YTD 2% Attrition (MoM)61%74%Male Female22021510Active Male Active FemaleWrite your inference on the attrition andheadcount. Also, try to specify, the BUs, whichare having high attrition and vice-versa.4SampleHRDashboardfor MBR(DummyData used)
  5. 5. 4 14729852916022001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012Retention38%17%9%15%19%30%38%57%48%2001 2002 2006 2007 2008 2009 2010 2011 2012AttritionRetention vs Attrition (YoY) (2001 - 2012)You may attach the associated working file with the presentation, you may do it by going to INSERT TAB > OBJECT > CREATEFROM FILE > DISPLAY AS ICON > OK in MS Powerpoint. It’s a personal preference though, not mandatory.5SampleHRDashboardfor MBR(DummyData used)
  6. 6. 6.0017.009.004.004.006.003.005.004.006.004.003.003.002.006.007.003.004.0010.004.005.000.00 5.00 10.00 15.00 20.00Biz 1Biz 2Biz 3Biz 4Biz 5Biz 6Biz 7Biz 8Biz 9Biz 10Biz 11Biz 12Biz 13Biz 14Biz 15Biz 16Biz 17Biz 18Biz 20Biz 21Biz 22SALARY COST = YYXXXZZZJJJ.00CURRENT HEADCOUNT = YYYYCostFigures in Crores. Approximated for graphical representation62%22%16%HIRING COST – MONTH’13Associate Referral Direct VendorPlease Note: Associate Referral- includes –Sources: Job Portals & Emp. ReferralDirect & Job Portals100% Cost Avoidance for Business6SampleHRDashboardfor MBR(DummyData used)
  7. 7. Launches & Initiatives (MAR’13)Employee Engagement Programs• Women’s Day Celebration• Holi Celebrations• “Concept Day“HRMS Automation UpdateYouThankPolicy Roll-Outs• Band/Grade & Level Policy• Leave Policy• Separation Policy• Relocation Policy• Pay Revision Policy• Leave Policy Module• Attendance regularization Module7SampleHRDashboardfor MBR(DummyData used)
  8. 8. HR Dashboards differ w.r.t the TargetAudienceAttrition Analysis Dashboards Attrition Analysis: Attrition implies to reduction in number of employeesthrough resignation separation. It is major concern for most of companies inthe current competitive scenario. It causes lots of expenses such asRecruitment cost, Training development and Administrative cost. Reasons for leaving (Exit interview): Employee exit interviews monitorsemployee retention and satisfaction. It is important to understand why anemployee leaves and what information we can use to avoid futureemployee losses. The dashboard represents the analysis of reasons for leavingof employees on the bases of selection of years form combo box. Attrition rate and tenure: The attrition rate has always been a sensitive issue forall organizations as it increases the expenses for recruitment. The givendashboard shows the historical data analysis related to Attrition Rate andtenure which enables manager to take effective decision to reduce theattrition rates. Voluntary numbers and Percentage: To provide information on voluntarylabor turnover in the company to aid the HR department in strategic decisionmaking. Through quantitative data analysis the research will try to identifyareas in the company where voluntary labor turnover is higher than theaverage. Net Addition numbers and addition percentage: Represents number of newrecruits joined in company on behalf of terminated employees. This Analysisreflects information towards HR department to keep track on recruitmentprocess.HRM Dashboards Headcount by Dept: It is the employee count segregated by thedepartments, by this we can govern the employees on the basis of theirKRA’s and the delegation of the workflow can be done accordingly, with themeasure of their individual competency. Dashboards also provide theprevious trends of employees and the competency assortment individuallyhence the right individual is selected for the right job. Payroll Breakdown: payroll is the sum of all financial records of salaries for anemployee, wages, bonuses and deductions. In accounting, payroll refers tothe amount paid to employees for services they provided during a certainperiod of time. Under this KPI, NIVIDH Dashboards will keep the track of thepayrolls synchronizing on the basis of salary, bonus, overtime andmiscellaneous. Metrics Median: This explains the business plan comprising different factorsand balancing those factors to view the monitory growth and the cash flowof the organization. The factors covered in the metrics median are Expensefactor, Income Factor, Revenue Factor and Earning Factor. HR Scorecard: HR scorecard consist of the divisions, groups and Subgroupsconsolidated for all the KPI’s and presenting the actual and targeted valuesand the % variance between them.8
  9. 9. Compensation AnalysisDashboards Compensation Analysis: It is the analysis of the compensation to theemployees according to the distinct category and competency, the analysisis comprised of the factors as job function, division, tenure, age, andworkforce.Financial Matrices: This KPI will reflect the financial health of the organizationglobally driven by the employees and other influencing factors. Profit andcost center is analyzed and the allocation of the revenue is doneaccordingly, dashboards can show the entire financial status in suchmatrices.Compensation actual versus Budget: This is the area under which budgetedvalues are compared with the actual ones, this can be used to analyze thegrowth or the difference in a given period of time.Average compensation by jobs: This KPI for HR represents comparableanalysis valuation of overall compensation of the company by jobs. It willhelp managers for better decision making and planning budget forcompensation.Total Compensation by type: This reflects comparable analysis of overallcompensation of the company by type such as salary, bonus, basic salaryand etc . This is the area which provides ability to managers planningeffective compensation budget and try to achieve more benefits.Human capital managementDashboards: Hr Scorecards: It is used to keep track and analyze the factors influencing HRKPIs such revenue/FTE ,Profit/FTE and etc. HR Scorecard has made it possiblefor HR managers to understand how to align HR strategy with the overallbusiness objectives. It Increases focus on strategy and results.HR Metrics/ FTE (Full time equivalent): To convert part-time staff into FTEs, totalnumbers of hours worked by part-time employees are divided by the totalnumber of hours in the work year. FTE is a way for the organizations tomeasure, manage and track term-by-term instructional activity, Enrolmenttrends and enrolment patterns.Variance Percentage : Variance Percentage is the difference between Lastyear and Current year KPI factors . It is used to measure the performance of aHR function and analyze business results to better understand marketconditions.Continent wise Data analysis: Shows KPIs historical data by Continents. PieChart shows the Overall total of HR KPIs and by click on Pie chart showshistorical data on bar chart .Leadership Metrics: Show information related to soft skills, the abilities andinnate insights born out of experience, and training.9HR Dashboards differ w.r.t the TargetAudience
  10. 10. Termination FactorsDashboards Top Ten Reasons for terminations: Termination of employment is the end of anemployees duration with an employer .This dashboard shows analysis torectify the major reasons for terminations of employees of a company andprovide decision making ability to control the attrition rate.Termination by per job function: It represents top ten reasons for terminationdepartment wise such as Finance,IT,HR,Sales, marketing and etc.The piechart shows percentage of termination for each department while thescorecard shows the trend of terminations based on historical data .Termination by all divisions : It represents top ten reasons for terminationRegion wise. The pie chart shows percentage of termination for each Regionwhile the scorecard shows the trend of terminations based on historical data. Facts from: http://www.nividh.com/bi/ondemand/hrm-bi-dashboards.jsp Qlikview Intereactive Demo: http://www.inverra.com/our-demos/#/hr-dashboard-demo-10042Want to know more?Say..hello@jeyaganesh.in10HR Dashboards differ w.r.t the TargetAudienceThis work islicensed under aCreativeCommonsAttribution-NonCommercial-ShareAlike 2.5India License.

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