Workforce Overview
Consolidate important workforce measures into a focused management dashboard.
HR & WORKFORCE ANALYTICS
Understand Your Workforce Better.
Transform HR and employee data into focused Power BI dashboards for workforce headcount, hiring, attendance, departments, employee movement, tenure, leave, payroll-related indicators and management reporting.
Discuss Your HR Dashboard
01
Workforce Visibility
Understand employee numbers, structures and movement.
02
HR KPI Tracking
Monitor relevant workforce measures and trends.
03
Department Analysis
Compare workforce information across departments.
04
Management Reporting
Turn HR records into clearer management-level reporting.
01
Overview
TURN HR DATA INTO WORKFORCE INSIGHT
See the workforce behind your business.
HR teams often manage information across HR systems, payroll applications, attendance systems, spreadsheets, recruitment records and other business applications.
Incodiv Tech develops HR and workforce analytics dashboards that bring suitable employee information together and transform it into structured KPIs, trends, comparisons and management reporting.
The objective is not simply to display employee records, but to help HR and management understand workforce structure, movement and relevant operational patterns.
02
Capabilities
HR ANALYTICS CAPABILITIES
Build a clearer picture of your workforce.
Employee Headcount
Analyze active employee numbers across available organizational dimensions.
Department Analytics
Compare employee distribution and HR indicators across departments.
Hiring Analytics
Monitor new hires and recruitment-related information where suitable data exists.
Employee Movement
Analyze joiners, exits and other employee movement recorded by HR.
Attendance Analytics
Report attendance patterns where reliable attendance records are available.
Leave Analytics
Analyze available leave requests, balances, usage and trends.
Tenure Analysis
Understand workforce tenure based on available joining and employment dates.
Branch Workforce
Compare workforce distribution across branches or locations where relevant.
Payroll Indicators
Report selected payroll and compensation-related measures where appropriate.
Workforce Trends
Understand how relevant workforce indicators change over reporting periods.
HR Management Reporting
Provide HR and leadership with structured workforce reporting views.
03
Business Challenges
WHEN HR DATA IS DIFFICULT TO ANALYZE
Employee data exists. Insight is still missing.
01
Spreadsheet-Based Reporting
HR reporting may depend on repeatedly prepared spreadsheets and manual summaries.
02
Disconnected HR Data
Employee, attendance, payroll and recruitment information may exist in separate systems.
03
Limited Workforce Visibility
Management may not have one consolidated view of workforce information.
04
Difficult Department Comparison
Comparing workforce indicators between departments may require manual analysis.
05
Unclear Employee Trends
Hiring, exits and workforce movement can be difficult to understand over time.
06
Repetitive Management Reports
HR teams may spend significant time rebuilding recurring reports.
04
Analytics Model
FROM EMPLOYEE RECORDS TO INSIGHT
Build structured reporting around workforce data.
01
HR Data
Employees, attendance, hiring and HR records.
02
Prepare
Clean and structure reporting information.
03
Measure
Define HR and workforce KPIs.
04
Analyze
Compare workforce trends and dimensions.
05
Understand
Give management clearer workforce visibility.
05
HR KPIs
MEASURE THE WORKFORCE
Track HR indicators that matter to management.
The exact KPI structure should reflect your HR processes, employee definitions, source systems and available data.
KPI 01
Total Employees
Workforce headcount based on agreed employee status.
KPI 02
Active Employees
Current active workforce according to source records.
KPI 03
New Joiners
Employees joining during selected reporting periods.
KPI 04
Employee Exits
Recorded employee departures during selected periods.
KPI 05
Average Tenure
Workforce tenure calculated from suitable employment dates.
KPI 06
Attendance
Attendance indicators where reliable records are available.
KPI 07
Leave Usage
Relevant leave activity and usage indicators.
KPI 08
Department Headcount
Workforce distribution across departments.
06
Headcount Analytics
UNDERSTAND WORKFORCE STRUCTURE
See where your people are across the organization.
Headcount reporting can help HR and management understand how employees are distributed across departments, branches, roles, employment types and other relevant organizational dimensions.
01
By Department
Workforce distribution across departments.
02
By Branch
Employee headcount across locations.
03
By Job Role
Workforce distribution by available job roles.
04
By Employment Type
Compare available employee classifications.
07
Hiring Analytics
UNDERSTAND WORKFORCE GROWTH
Monitor hiring activity and new employee trends.
Where recruitment and joining data is available, Power BI can provide reporting around hiring volumes, joining trends, departments, roles and recruitment stages.
01
Applicants
Candidate pipeline
02
Shortlisted
Selected candidates
03
Selected
Hiring decision
04
Joined
New employees
08
Employee Movement
JOINERS, EXITS & MOVEMENT
Understand how your workforce changes over time.
Employee movement dashboards can help HR understand joiners, departures and other workforce changes recorded in source systems.
New Joiners
Employees joining the business
Employee Exits
Recorded departures
Internal Movement
Transfers where recorded
Workforce Change
Headcount movement over time
09
Attendance & Leave
WORKFORCE AVAILABILITY
Bring attendance and leave reporting into view.
Where attendance and leave information is captured consistently, dashboards can help HR review workforce availability and attendance-related trends.
ATTENDANCE
Present
Available attendance records for selected periods.
ABSENCE
Absence
Recorded absence information where applicable.
LEAVE
Leave Activity
Approved or recorded leave activity where available.
TRENDS
Period Analysis
Compare attendance and leave across reporting periods.
10
Tenure Analysis
WORKFORCE EXPERIENCE
Understand employee tenure across the business.
With reliable joining dates and employment status information, workforce dashboards can group employees into tenure ranges and analyze organizational experience.
01
New Joiners
Early employment period
02
Developing Tenure
Growing organizational experience
03
Established Employees
Longer workforce tenure
04
Long-Term Employees
Experienced workforce segment
11
Department Analytics
ORGANIZATIONAL VIEW
Compare workforce indicators across departments.
Headcount
Employees by department
Joiners
New employees by department
Exits
Recorded exits by department
Attendance
Attendance indicators by department
12
Branch Workforce
MULTI-LOCATION WORKFORCE
See workforce distribution across branches and locations.
Where branch or location data exists, reporting can provide both consolidated workforce views and location-level analysis.
Headcount
Employees by branch
Departments
Department structure by location
Hiring
New joiners by location
Workforce Trends
Location-level changes over time
13
Payroll Analytics
PAYROLL-RELATED REPORTING
Analyze available payroll and compensation indicators.
Where payroll information is suitable for reporting and access is appropriate, dashboards can provide management views of selected payroll and compensation-related measures.
01
Payroll Summary
Selected payroll totals by reporting period.
02
Department Cost
Compensation-related indicators by department where available.
03
Branch Cost
Location-level payroll indicators where suitable.
04
Period Trends
Compare available payroll indicators over time.
14
Management View
WORKFORCE AT A GLANCE
Give leadership a focused workforce overview.
HR OVERVIEW
Workforce Dashboard
MANAGEMENT VIEW
KPI
Headcount
Active workforce
KPI
New Joiners
Hiring activity
KPI
Exits
Employee departures
KPI
Departments
Workforce distribution
KPI
Attendance
Attendance indicators
KPI
Tenure
Workforce experience
15
Data Sources
CONNECT YOUR HR DATA
Build workforce reporting from existing business data.
Available connection options depend on the source platform, database, API, connector, permissions and technical setup.
Excel
SQL Server
MySQL
HR Systems
Payroll Systems
Attendance Systems
SharePoint
Dataverse
REST APIs
Business Applications
16
Access & Privacy
HR DATA REQUIRES CAREFUL ACCESS DESIGN
Give the right workforce information to the right users.
HR information can contain sensitive employee data. Dashboard scope, access permissions, data visibility and sharing requirements should therefore be reviewed carefully.
01
HR Users
Detailed workforce reporting where organizational access allows.
02
Management
Appropriate summarized or management-level reporting.
03
Department Views
Scoped views can be considered where suitable.
04
Data Governance
Reporting should follow the organization's access and data-handling policies.
17
Technology
HR ANALYTICS TECHNOLOGY
Technologies for connected workforce reporting.
Power BI
Power Query
DAX
SQL Server
T-SQL
MySQL
Excel
SharePoint
Dataverse
REST APIs
Power Platform
Microsoft 365
18
Our Process
FROM HR DATA TO DASHBOARD
Build analytics around your HR reporting needs.
01
Discover
Understand HR processes, users and reporting needs.
02
Assess
Review HR systems, files and available data.
03
Define
Agree workforce KPIs, definitions and dimensions.
04
Model
Structure relationships, calculations and measures.
05
Build
Develop Power BI workforce dashboards.
06
Improve
Refine reporting as HR requirements evolve.
19
Why Incodiv
BUSINESS DATA + POWER BI
Workforce analytics connected with your business systems.
Incodiv Tech combines Power BI and data analytics with experience across HR systems, custom business software, SQL databases, Power Platform and Microsoft technologies.
This allows us to approach HR dashboards as part of the wider business data environment rather than as isolated visuals.
01
Business-focused HR reporting
02
Power BI dashboard development
03
SQL & data modeling experience
04
HR system integration capability
05
Custom workforce KPIs
06
Management-focused reporting
20
Related Services
EXPLORE MORE
Extend your workforce reporting environment.
21
FAQ
COMMON QUESTIONS
HR and workforce analytics, explained.
What is HR and workforce analytics? +
HR and workforce analytics uses employee and HR-related data to understand workforce structure, hiring, employee movement, attendance and other relevant HR indicators.
Can you build HR dashboards in Power BI? +
Yes. We can design Power BI dashboards around suitable HR data, workforce KPIs and management reporting requirements.
Can we track employee headcount? +
Yes. Where reliable employee status and organizational data exists, dashboards can analyze headcount across departments, branches and other relevant dimensions.
Can we analyze hiring and employee exits? +
Yes. Suitable joining, recruitment and exit records can support analysis of new hires, departures and workforce movement over time.
Can Power BI connect with our HR system? +
Potentially. Connectivity depends on the HR platform, database, available APIs, connectors, exports, permissions and technical environment.
Can attendance and leave be included? +
Yes, where consistent attendance and leave records are available and suitable for the intended reporting model.
Can payroll information be included? +
Selected payroll-related indicators can be included where the data is suitable and the organization's access and reporting policies allow it.
Can access to HR dashboards be restricted? +
Power BI provides access-management and row-level security capabilities that can be considered depending on the required design, workspace, licensing and organizational setup.
Can existing Excel HR reports be moved to Power BI? +
Often yes. Existing spreadsheets, calculations and reporting requirements can be reviewed before designing a structured Power BI solution.
YOUR WORKFORCE DATA SHOULD TELL A CLEARER STORY
Turn HR data into clearer workforce insight.
Tell us where your employee data lives and which headcount, hiring, attendance, department, branch or workforce KPIs your team needs to understand.
Discuss Your HR Analytics