hr-analytics-hub

Version: v01: 2026-05-02

A BI analytics dashboard showcasing the data visualization part of a talent analytics system for the energy domain. Packaged as one integrated screen with layered navigation, where each section maps directly to HR decisions and associated talent analytics metrics.

It is a decision-first integrated dashboard structure, aligned with core HR competencies + highest-impact business components in utilities.

1. Design Philosophy

This screen is built around 3 principles:

• Top = decisions (what needs attention now)
• Middle = diagnostics (why it’s happening)
• Bottom = actions (what to do next)

It maps to 4 core HR domains:

• Workforce Stability
• Workforce Capacity
• Workforce Productivity & Availability
• Talent Flow (Recruitment & Mobility)

2. Integrated Dashboard Layout (Single Screen)

A. Executive Control Panel (Top Strip — “Where do I act now?”)

Purpose: Immediate prioritization for HRBP / management

Components:

• Total workforce (FTE)
• Attrition risk (next 6 months)
• Workforce gap (demand vs supply)
• Availability risk (% workforce at risk of absence)

Visuals:

• KPI tiles with trend arrows
• Traffic light indicators (Red / Amber / Green)

Decision Trigger: “Which teams require intervention this week?”

B. Workforce Risk & Stability (Attrition Focus)

HR Competency: Retention & Employee Experience

Visual Blocks:

• Attrition risk distribution (by department/role)
• High-risk employee segments (Top 10–20%)

Key drivers:

• salary growth
• tenure
• manager/team effect

Advanced Layer: “What changed vs last month?”

Decision Example: Identify high-risk technician teams + trigger retention actions

C. Workforce Capacity & Demand Planning

HR Competency: Strategic Workforce Planning

Visual Blocks:

• Demand vs capacity forecast (line chart)

• Gap analysis by:

  • role (technicians, engineers)
  • region

• Scenario simulation:

  • hiring vs outsourcing vs overtime

Decision Example: Anticipate shortage + start hiring 3 months earlier

D. Workforce Availability & Absenteeism

HR Competency: Workforce Health & Continuity

Visual Blocks:

• Predicted absenteeism rate

• Availability forecast (next 4–12 weeks)

• Heatmap:

  • department × absence risk
  • Seasonal trends

Decision Example: High winter absence risk + pre-allocate backup staff

E. Talent Flow (Recruitment & Internal Mobility)

HR Competency: Talent Acquisition & Development

Visual Blocks:

• Time-to-hire trends
• Funnel conversion rates
• Internal mobility rate
• Vacancy aging

Decision Example: Bottleneck in hiring + adjust sourcing strategy

F. Action & Intervention Panel

This is what makes the dashboard actionable.

Components:

• “Recommended actions” based on models:

• Retention intervention needed

• Hiring required

• Workforce redistribution

• Priority list: Top 5 teams needing attention

• Action tracking:

  • Actions taken
  • Status (open / in progress / closed)

Decision Example: HRBP executes actions directly from this list

G. Drill-Down Layer (Interactive)

Accessible from every section:

• Employee-level view (if allowed)
• Team-level breakdown
• Time comparison (MoM, YoY)

3. Cross-Dashboard Filters (Global Controls)

These must be consistent across tools (Power BI / Tableau / Grafana / Streamlit):

• Department
• Role type (field vs office — critical for utilities)
• Region
• Time period
• Manager

4. Data Model Behind the Dashboard

Core datasets:

• Employee master data
• Absence records
• Recruitment pipeline
• Workforce planning / scheduling
• Organizational hierarchy

Key design principle: Build a unified employee-level dataset (single source of truth)

5. KPI Layer (Standardized Across All Sections)

• Stability
• Attrition rate
• Predicted attrition risk
• Capacity
• Workforce gap (%)
• Forecast accuracy
• Availability
• Absenteeism rate
• Predicted absence risk
• Talent Flow
• Time-to-hire
• Internal mobility rate
• Adoption (internal success metric)
• Dashboard usage
• Actions taken