HR Analytics

Evaluate the competencies (skills) assigned to users in detailed views.👇

📍 Comparison of competency (skill) assessments over time

On an individual level, you will need to compare the development of competency fulfilment over time. You can therefore find this comparison outside the HR analytics in the User Folder, History tab.

📍Distribution of competences (skills) within the model

Interesting are the comparisons of competency ratings of all users with the same model. By turning users off and on in the legend, you can dynamically change the display of the data in the graph (more details in the article here).

📍Distribution of competencies of the selected user with the average distribution in the mode

Select a specific user with the menu to view their values from the last competency assessment and compare them with the average of all users with the same competency model (skill set)

📍10 least developed competences (skills) in the company

Across all competencies in the company, we show the TOP 10 that have the lowest scores.

📍Competencies (skills) with set rating scale YES / NO and with assigned rating NO

You have the option of selecting rating scales when building competency models. One of them is the so-called BooLean - i.e. the choice of YES / NO. In this chart, we show you all competences that have an assigned rating of NO. This is similar to the Top 10 Least Developed Competences chart.

📍 Currently allocated development areas

A graphical representation of the composition of all currently assigned development areas within each assessment.

In Reports, view the proposed development areas for each user in a separate Skills / Competencies report. You can then use the filter to create groups of colleagues with the same training needs. Like all reports, you can export the data.

 

To make quick and informed decisions, it's important to have all your data in one place.

 

Users with the Administrator or Owner role can find all current and future indicators in the left menu in the first block of tabs.

Each chart can be enlarged to full screen or downloaded (csv, png, svg formats) using or in the top right corner of the chart window.

 

For charts that have a legend, you can dynamically change the view of the data by :

• just hover over the name in the legend and the corresponding data series will be highlighted in the chart
• click on the name in the legend to exclude a specific dataset from the chart

 

The data are sorted into the following categories:

Clicking on a category will take you to a detailed list of datasets already processed (in bold) or in the pipeline.

If you have a need for additional metrics, please note it here.

Basic data

• Number of active users
• Number of users by contract type
• New arrivals this year
• Departures this year
• Users by location
• Users by country of operation
• Number of active users by life cycle phase
• Number of all users by life cycle phase
• Reasons for contract termination
• Users by label
• Number of seats in the company (headcount)
• Turnover
• Duration of employee/contractor relationship

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Absence

• Total absences by month
• Total scheduled absences by month
• Absence taken by day of the week
• Average length of absence by type
• Total balance of absences with fund

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• Time spent on client
• Time spent on client projects
• Activities
• Home office usage time per month
• Time spent on business trips per month
• Projects and clients
• Number of events registered by specific client/project
• Average time spent on a specific client/project

• • Number of events registered by specific client/project
  • Average time spent on a specific client/project

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Sloneek app usage

• Most active users of Sloneek
• Least active Sloneek users

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Demographic data

• Composition of people in the company by age cohort
• Composition by gender
• Composition by health limitation
• Number of users in teams

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Documents

• Total number of documents
• Documents by type
• Documents by tags
• Number of documents per department
• Users without an assigned document
• Documents requiring attention (expiration, no signature or read)

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Recruitment

• New positions posted this year
• Number of applicants per position after each recruitment phase
• Time to hire (time between applying for the selection process and joining the company)
• Average Time to hire (average time between applying for the selection process and joining the company)
• Effectiveness of candidate sourcing channels (by individual position / overall average) - find out which search channels are most effective for different positions to optimise your recruitment strategy
• Reasons for rejection of applicants (per position/overall average) - identify common reasons for rejection of applicants and address potential problems in the recruitment process
• Time spent at each stage of the recruitment process (per position/ overall average) - identify the stages where delays occur and take measures to streamline the process
• Time to hire (by individual position/ overall average) - understand the timeline for hiring to increase efficiency, compare the time it takes to hire employees for different positions
  • Calculation: Day candidate accepted offer (when the candidate has been moved to “Accepted” phase) - day candidate entered the pipeline (has applied for the job or has been created manually aj candidate for the job offer) + Day candidate accepted offer - day candidate entered the pipeline + Day candidate accepted offer - day candidate entered the pipeline +(according the number of job offers podľa počtu) / number of job offers for the given period
• Time to fill (per position/overall average) - evaluate the speed of filling job offers, identify areas for process improvement to reduce time to fill.
  • Calculation: Day candidate accepted offer (when the candidate has been moved to “Accepted” phase) - day job offer has been published
• First Year Attrition - assess employee retention and identify potential issues, implement strategies to improve first-year retention.

   

  

Employee turnover - monthly + rolling 12 months

This provides Admins with critical insights into employee retention trends by offering both monthly turnover rates and a rolling 12-month view. This data-driven approach helps organizations identify patterns, make informed decisions, and implement strategies to improve employee retention.

Key Features:

1. Monthly Employee Turnover:

   • Monthly Turnover Rate Calculation:
     • This feature calculates the employee turnover rate on a monthly basis, providing a clear snapshot of how many employees left the company in a given month relative to the total workforce at the beginning of that month.
   • Visualization and Reporting:
     • Turnover data is presented in an easy-to-read chart, allowing HR teams to quickly assess trends over time. The monthly turnover rate is visualized with comparisons to previous months to identify any significant changes.

2. Rolling 12-Month Employee Turnover:

   • Rolling Turnover Rate Calculation:
     • In addition to monthly data, the system now calculates the turnover rate over the last 12 months on a rolling basis. This metric gives a broader view of employee retention by smoothing out short-term fluctuations and highlighting long-term trends.
   • Trend Analysis:
     • The rolling 12-month turnover rate is plotted on a trend line, allowing HR professionals to observe the overall direction of turnover—whether it’s improving, worsening, or remaining stable.

 

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Competencies (skills)

• Distribution of the level of fulfilment of competences (skills) in the associated evaluation model
• Comparison of competency (skill) assessments over time
• Competence (skills) with a set rating scale of YES / NO and with an assigned rating of NO
• Allocated competency models (skill sets)
• 10 least developed competences (skills) in the company
• Currently assigned development areas
• Missing competency (skill) assessments
  
  

A detailed description of the analytics can be found in the article here.

 

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Assets

• Total number of assets
• Assets by handover status (accepted, rejected, pending, stock)
• Assets by category
• Assets by status of use
• Number of assets requiring attention (awaiting confirmation, returned, not received)
• Users without an assigned asset
• Number of assets by department/team

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Remuneration & Benefits

• Total remuneration expenditure - bases/fixes only (total, by team)
• Total bonus expenditure
• Total deductions
• Competitive Compensation Ratio: A comparison of an organization's average compensation to that of competing organizations, usually expressed as a percentage.
• Benefit Utilization Rate (percentage of employees who use benefits offered by the organization. - Blocked benefit modules.

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