hr-analytics-people-insights

---
name: hr-analytics-people-insights
description: "Build people analytics: headcount, attrition/retention, absence, DEI, engagement, and HR cost metrics with dashboards and executive reporting. Use when the user asks for HR KPIs, attrition analysis, HR dashboards, workforce reports, or people-analytics frameworks."
---

# HR Analytics & People Insights

## Purpose
Core metrics every HR team should measure, with formulas, targets, and how to present them — compatible with HRMS reporting (Frappe HRMS reports, Dynamics 365 HR analytics).

## Metric catalog (formula | cadence | what good looks like)
**Workforce**
- Headcount & growth rate: active employees; MoM/YoY change | monthly
- Span of control: reports per manager (target 5–9)
- Ratio: HR FTE per 100 employees (typically 1–1.4)

**Attrition & retention**
- Turnover % = leavers / avg headcount ×100 (annualize; split voluntary/involuntary, regretted/non-regretted) | monthly + rolling 12m
- Retention @1yr of new hires (onboarding quality signal; <80% investigate)
- Tenure distribution; flight-risk segments (tenure 1–2y is peak-attrition zone)
- Exit-interview coded push factors → Pareto chart

**Talent acquisition** — see recruitment-funnel-analytics skill (time-to-hire, cost-per-hire, offer-acceptance, quality-of-hire).

**Engagement & wellbeing**
- eNPS = %promoters − %detractors | quarterly
- Engagement survey index + participation rate
- Absence rate % = absence days / workdays ×100
- Overtime trend (burnout leading indicator)

**Cost & productivity**
- Total workforce cost % of revenue; HR cost per employee
- Revenue per FTE (context metric, benchmark by industry)

**DEI (where lawful to collect)**
- Representation by level/department; pay-equity ratio (adjusted); funnel pass-through rates

## Dashboard spec
- Executive view (1 page): headcount, regretted attrition, time-to-fill, eNPS, workforce cost — with trend arrows and target lines.
- Operational views per function (TA, L&D, comp) with drill-down by department/manager.
- Data hygiene rules: single source of truth (HRMS), monthly snapshot, documented definitions (a metric dictionary — never let two reports compute attrition differently).

## Analysis patterns
- Cohort attrition curves (by hire quarter)
- Manager-level attrition heatmap (people leave managers)
- Regretted-attrition root-cause write-up quarterly

## Deliverables
- Metric dictionary (metric, formula, source, owner, cadence)
- Dashboard wireframe spec
- Monthly HR report template
- Cohort & Pareto analysis templates