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RH 001-002 002 Getting Started Creation of Dashboard Analytics Hello, friends, today I'm going to take you through the HRR dashboard module.
Before that, I would like to give you a brief introduction of our dashboard and business intelligence, Link XLS: https://docs.google.com/spread....sheets/d/15e4Esgsd14

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Hello, friends, today I'm going to take you through the HRR dashboard module.

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Before that, I would like to give you a brief introduction of our dashboard and business intelligence,

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whether it's for motivation, education or entertainment.

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Everyone loves a good story and that includes businesses.

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In fact, it's one of the reasons business intelligence is still growing as companies research to uncover

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the narrator's hidden in their data.

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Their department is no exception.

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As talent becomes, Mosca's organizations are now applying analytics to their people data.

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If retailers can use purchases through data to accurately predict their customers pregnancy, why can

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business use behavioral data to identify an employee who is on the cusp of leaving?

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That's the idea behind workforce analytics or etcher analytics.

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The intersection of data and human behavior has led to the consumerization of Workforce Analytics Tool.

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Historically, HP has access to business data and it relied on them to create workflows reports.

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But as technology has advanced, these tools have become increasingly easy to use.

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Now H.R. departments can get the data they need from accessible self-service human resource office.

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So what is an advantage for acquiring, developing and retaining talent as complex from recruiting to

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performance management?

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Businesses increasingly rely on technology to help monitor the lifeblood of the company, from payroll

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to performance measurements to call alignment.

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Agile software provides a great deal of worker information, but simply collecting data isn't helpful.

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Data is only valuable when it tells a story.

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That's when more than Nachar dashboards analytics comes in.

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It helps companies aggregate and present employee data in a meaningful way.

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In turn, that lets your business make data driven decisions.

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Where should we spend time and money to sourcing new candidates from?

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What does the difference in skill level between top and bottom performers in the company?

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How can you bridge that gap?

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How many high potential leaders does the company have and what is the risk of losing them either strong

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or weak in the skill capabilities your company needs in the next three to five years to help you support

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these trends.

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And the challenge will collect the most relevant information, the reports.

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And as you actually care about and organizes it on one screen.

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This information is related to charts, graphs and meters.

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Presenting the data graphically helps you monitor everything at a glance and watch company progress

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towards goals as short as Prototypically Interactive so you can drill down when you need more information

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as well as customizable to ensure all the information needed to achieve high priority objective is shown.

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So what makes a good dashboard?

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So let's go through that narrow down or two measures, the first point is how to make a good dashboard

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narrow down approach.

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What do you want to see that is important to keep your approach narrow down at what result you want?

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Second comes only major meaningful data.

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All data is not meaningful.

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Some data may have no relevance with respect to your company or your business, hence only measure meaningful

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data.

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The third point, dive deeper, so once you go into this meaningful data, you've got the data you require,

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dive deeper into that data because you never know what's hidden in that database and what stories it

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can tell to you.

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And the fourth point, always be accurate accuracy the most if you're creating an Olympic sized dashboard.

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So in this particular module, I'm going to take you through that challenge.

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Know what I am going to cover is as follows.

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The first would be an employee front face.

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View, which will give you all the details required about a particular employee just by inserting his

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employee number or his employee name, every detail of that person will be shown in the Excel format

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in a particular template.

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The second part, headcount, attrition.

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And hiring analytics, so all the analytics and the reporting and biases revolving around headcount,

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attrition and hiring will be short in the second part of this dashboard.

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The third part will include the operations part, which will include the full and final.

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Status.

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The claim status.

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And the operator functions of H.R..

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These are particularly the transactional functions that an actual manager or a nature team has to do

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for part is the employee demographics, which is crucial for analyzing any type of data.

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What type of employees do you have?

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What is the status of the employee, the gender, the joinings, their age, et cetera?

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So the employee demographics covers that.

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The fight is one of the most crucial, crucial parts is the payroll and the PM's system.

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So how is the company faring in terms of its salary and how the employees are faring in terms of their

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job rating and bonuses received by them?

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So I'll again repeat the first part is the employee front office, which will show you all the details

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required about an employee.

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The second is headcount, attrition and hiring analytics, which will cover all the three aspects of

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H.R., which are crucial in analyzing a company's status with respect to others.

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The operative word is transactional nature of H.R., which will include full and final medical status

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and all the operating functions of H.R. 40.

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The employee demographics which will state that adres qualifications, genoways bifurcations, annualise

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bifurcations, etc. food.

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And the most important is the payroll and the performance management system, which is used to generate

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the salaries, bonuses, ratings bell curve of the particular employee.

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So this is a morning which we are going through.
#rh001 #rh002 #dashboard

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