HR Analytics Dashboards
HR Analytics Dashboards
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Tracking HR metrics manually across spreadsheets is time-consuming and error-prone. This dashboard gives HR teams a ready-to-use, formula-driven monthly reporting tool from day one.
Data input sheet captures 14 monthly metrics: headcount, new hires, leavers, open roles, average days to fill, offer acceptance rate, eNPS score, absenteeism rate, average training hours, HR ticket volume, pay review completion, and L&D budget spent. Dashboard sheet automatically generates eight YTD KPI cards, a twelve-month trend table, and a headcount trend chart. Pre-filled with sample data. People Stack Now branded design.
FAQS
Q What metrics does this dashboard track?
14 monthly metrics: headcount, new hires, leavers, open roles, average days to fill, offer acceptance rate, eNPS score, absenteeism rate, average training hours per employee, HR ticket volume, pay review completion percentage, and L&D budget spent percentage. The dashboard sheet automatically generates eight YTD summary cards, a twelve-month trend table, and a headcount line chart from the data input sheet.
Q Do I need Excel skills to use this dashboard?
Minimal. The formulas are pre-built — you enter data into the input sheet and the dashboard updates automatically. The input sheet is clearly labelled with column headers and includes sample data showing the expected format. The only Excel knowledge required is the ability to enter data into cells and save the file.
Q Can I add additional metrics?
Yes. The Excel file is fully editable. New metric columns can be added to the input sheet and the corresponding formula cells can be extended on the dashboard. The design system and colour scheme are documented in the file to make visual consistency easy to maintain when adding new elements.
Q How does this dashboard connect to the other Excel dashboards?
The six dashboards in the suite are designed to provide a complete HR analytics infrastructure. The HR KPI Dashboard provides the headline overview; the Turnover Analysis provides depth on attrition; the Recruiting Metrics Dashboard tracks hiring pipeline; the Headcount Planning Dashboard manages workforce planning; the Diversity Metrics Dashboard tracks representation; the Training Effectiveness Dashboard measures L&D impact. All six are available together as the HR Analytics Kit.
Understanding why people leave is as important as knowing that they left. This template gives HR teams the data structure and analysis formulas to turn raw exit data into actionable insight.
Leaver log captures: employee ID, department, level, tenure, exit date, exit type, exit reason category, exit reason detail, whether the departure was regrettable, replacement need, and days to backfill. Analysis sheet automatically calculates: total leavers, overall/ voluntary/ involuntary/ regrettable turnover rates against headcount inputs, average tenure at exit, and exit reason breakdown with counts and percentages. Includes a horizontal bar chart of exit reasons.
FAQS
Q What data does the leaver log capture?
Employee ID, department, level, tenure in months, exit date, exit type (voluntary/involuntary/retirement/end of contract), exit reason category, exit reason detail, whether the departure was regrettable, whether replacement is needed, whether the replacement has been hired, days to backfill, and notes. The exit reason categories are predefined and map directly to the analysis sheet.
Q What does the analysis sheet calculate automatically?
Total leavers, overall turnover rate, voluntary turnover rate, involuntary turnover rate, regrettable turnover rate, and average tenure at exit — all calculated as formulas against the headcount inputs you enter. Exit reason breakdown by category with counts and percentages. All metrics update automatically when new leaver data is entered in the log.
Q What turnover rates are considered normal?
Benchmarks vary by industry and role type. The analysis sheet includes benchmark references: overall annual turnover of 10–15% is broadly normal across industries; above 20% is typically a signal of structural issues. Regrettable turnover above 8% is a common intervention trigger. The dashboard flags whether each metric is within, below, or above benchmark based on the inputs.
Q Can this template track trends over time?
Yes. The leaver log captures all leavers in a rolling format — you add new rows as people leave and the analysis sheet recalculates. For year-over-year trend analysis, the recommended approach is to archive the annual log and start a fresh one at the beginning of each year, comparing annual summary metrics across files.
Headcount planning in a spreadsheet without structure creates more confusion than clarity. This dashboard gives HR and leadership a clean, connected view of where the team is and where it is going.
Current Headcount sheet: full employee register by department, function, level, employment type, location, and cost centre. Hiring Plan sheet: open roles with priority colour-coding, target start dates, approval status, JD readiness, and hiring manager. Dashboard sheet: automatically aggregates current headcount, approved open roles, pending roles, and total planned headcount — then breaks them down by department.
FAQS
Q What are the three sheets and how do they connect?
Current Headcount: the employee register showing every person by department, function, level, employment type, location, and cost centre. Hiring Plan: the open role tracker with priority colour-coding (Critical/High/Medium/Low), target start dates, approval status, and hiring manager. Dashboard: automatically aggregates from both sheets to show current headcount, approved open roles, pending roles, and total planned headcount — broken down by department.
Q How does the priority colour-coding work?
Each open role in the Hiring Plan is assigned a priority: Critical (red — a blocking gap), High (amber — material impact if not filled on schedule), Medium (blue — important but not urgent), or Low (green — in plan but not time-sensitive). The priority cell is automatically colour-coded when you enter the priority text. This gives leadership a fast visual read on hiring urgency without needing to read every row.
Q Can this be used for budget and finance conversations?
Yes. The Dashboard is designed to provide the headcount data that Finance needs for people cost modelling — current headcount by department and planned headcount including open roles. For more detailed financial modelling, the data from this dashboard feeds naturally into a people cost model in a separate financial spreadsheet.
Q How does this connect to the Workforce Planning Framework?
The Workforce Planning Framework (sold as a Word document) provides the strategic planning methodology. The Headcount Planning Dashboard provides the operational tracking tool. The Framework tells you what headcount you need and why; the Dashboard tracks what you have and what you are hiring for.
You cannot improve diversity you have not measured. This dashboard gives HR teams and DEI leads the data structure and formulas to track representation across the key dimensions — responsibly and with appropriate data protection guardrails.
Workforce Data sheet: employee-level data on department, level, gender, age band, ethnicity category, disability disclosure, career status, tenure, employment type, leadership role, pay band, and promotion history — with a mandatory GDPR/data protection compliance notice. Dashboard sheet: automatically calculates workforce composition by gender (total, % of workforce, leadership count, % leadership), representation by level across L1–L5, and promotion equity across gender groups.
FAQS
Q What does the dashboard measure?
Gender composition of the workforce (total count, percentage of workforce, count in leadership roles, percentage in leadership), representation by level across L1–L5 (total, female/non-binary count, percentage, disability disclosed count), and promotion equity across gender groups (promotion rates by gender, enabling direct comparison). All metrics update automatically when new data is entered in the Workforce Data sheet.
Q Is there a data protection warning about collecting diversity data?
Yes — prominently, at the top of the data input sheet. Collecting diversity data about employees requires a lawful basis under GDPR (and equivalent legislation in each jurisdiction), specific notice to employees, appropriate security measures, and careful consideration of whether disclosure is voluntary. The dashboard includes this warning and a recommendation to seek legal advice before collecting the data.
Q What if our employees have not disclosed characteristics like ethnicity or disability?
The dashboard works with the data you have. Where disclosure rates are low, the relevant metrics will show low numbers and the dashboard will not attempt to calculate representative percentages from insufficient data. The DEI Audit & Action Plan (sold separately) includes guidance on how to improve voluntary disclosure rates over time.
Q Does this dashboard support gender pay gap reporting?
The diversity data it tracks (gender by level and whether promoted) is directly relevant to gender pay gap analysis, but this dashboard does not calculate pay gaps — that function sits with the Compensation Framework & Pay Banding Guide's pay equity audit and the Pay Transparency Policy's gender pay gap reporting framework. The three documents are designed to work together.
Recruiting without metrics means repeating the same mistakes. This dashboard gives HR teams and recruiters the data infrastructure to measure what works and what does not.
Pipeline Log: individual candidate tracking with req ID, role, source channel, stage, outcome, days in process, offer status, and salary. Monthly Metrics: rolled-up monthly data covering applications, screens, interviews, offers, hires, average time to fill, offer acceptance rate, and source channel percentages. Dashboard: automated hiring funnel with stage-by-stage conversion rates, six-month trend table pulling from the monthly metrics sheet, and source effectiveness by channel.
FAQS
Q What does the hiring funnel show?
Stage-by-stage conversion rates from applications through screens, interviews, offers, and hires — automatically calculated from the Pipeline Log. For example: 61 applications → 30 screened (49% conversion) → 19 interviewed (63%) → 8 offers made (42%) → 6 hires (75% offer acceptance). This funnel view immediately shows where candidates are dropping out and helps identify whether the problem is sourcing volume, screening criteria, interview process, or offer competitiveness.
Q What source effectiveness data does the dashboard track?
The percentage of applications and hires from each source channel — LinkedIn, referral, agency, and job board. This enables comparison of not just volume (which source sends the most candidates) but quality (which source produces the highest hire rate and offer acceptance rate). Referral programs typically show the highest quality-to-volume ratio; the dashboard makes this visible.
Q What is the 'time to fill' metric and why does it matter?
Time to fill is the number of days from a role being opened to an offer being accepted. It is one of the most important recruiting KPIs because it directly affects business continuity (how long is the team under-resourced) and hiring cost (longer processes cost more in recruiter time, lost productivity, and competitor risk on strong candidates). The Monthly Metrics sheet tracks average time to fill, enabling trend analysis.
Q How does this connect to the Headcount Planning Dashboard?
The Headcount Planning Dashboard tracks which roles are open and their priority; the Recruiting Metrics Dashboard tracks how effectively those roles are being filled. Together they give a complete picture from 'we need to hire' through to 'we have hired' — the planning tool and the performance measurement tool for the same process.
Training investment without measurement is activity without accountability. This dashboard gives HR and L&D teams a complete picture of training effectiveness across every program.
Training Log: records each training event — program, category, delivery method, department, participants, completion rate, pre and post assessment scores (score improvement calculates automatically), manager rating, participant rating, cost, and whether skills were applied on the job.
Program Summary: automatically aggregates total participants, average completion rate, average score improvement, average rating, total cost, and cost per participant for each program.
Dashboard: seven YTD KPIs and a six-category breakdown (Leadership, Compliance, Technical, DEI, Wellbeing, Other) with participants, average rating, and total cost per category.
FAQS
Q How does the pre/post assessment score improvement calculation work?
The Training Log sheet includes a Pre-Assessment Score column and a Post-Assessment Score column. The Score Improvement column is a formula (Post minus Pre) that calculates automatically when you enter both scores — no manual calculation needed. Scores are typically on a 0–100 scale. The Program Summary sheet then averages score improvement across all sessions of each program, giving a reliable measure of knowledge gained.
Q What does the dashboard show at the category level?
For each training category (Leadership, Compliance, Technical, DEI, Wellbeing, Other): total number of programs delivered, total participants, average participant rating, and total cost. This allows HR and L&D leads to see at a glance where training investment is concentrated and where participant satisfaction is highest or lowest — enabling better budget allocation decisions.
Q How is cost per participant calculated?
Total cost for a program divided by total participants across all sessions of that program. This is automatically calculated in the Program Summary sheet. Comparing cost per participant across programs and delivery methods — for example, comparing a facilitated in-person workshop at £200 per head against an e-learning module at £0 per head — helps optimize L&D investment for impact and efficiency.
Q Does the dashboard track whether training was applied on the job?
Yes. The Training Log includes an 'Applied on Job?' column (Yes / Partial / No) that is typically populated by the manager at the 30-day follow-up after training. This is the most important metric for demonstrating real training ROI — whether knowledge gained in training actually changed on-the-job behaviour. The Program Summary sheet aggregates this by program.
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