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Power BI for Human Resources

I love Dynamics, but sometimes it's great to look at what is available beside it. It's also nice to understand what Microsoft is offering. While doing some research, I came across something super cool: Power BI for Human Resources. I'm not normally a fan of BI as it is completely outside of my comfort zone. If you want a little bit more about it keep reading.


What we are going to discover today is a Power BI sample called Employee Hiring and History. Microsoft defines the report like this:

Human resources departments have the same reporting model across different companies, even when they differ by industry or size. This sample looks at new hires, active employees, and employees who have left. It strives to uncover any trends in the hiring strategy. The main objectives are to understand: Who you hire, biases in your hiring strategy, trends in voluntary separations. This sample is part of a series that shows how you can use Power BI with business-oriented data, reports, and dashboards.

To start using the sample, log into app.powerbi.com. Once you get to the first page go to Learn, and through the samples look for Employee Hiring and History template.

Learn section from Power BI
Learn section from Power BI

It will take some time to load, be patient. Four reports will load. See screenshots below:


New Hires

Number of employees who have recently joined an organization. It is a metric used to track and report on the recruitment and onboarding process.

New hires report from Power BI
New hires report from Power BI

Actives and Separations

Actives:

  • Actives refer to the number of employees who are currently employed and actively working within the organization during a specific period.

  • These are individuals who are currently on the payroll, contributing to the company's operations, and performing their job responsibilities.

Separations:

  • Separations refer to the number of employees who have left the organization or have been separated from their employment during a specific period.

Actives and Separation report from Power BI
Actives and Separation report from Power BI

Bad hires

Refers to employees who were hired by an organization but ultimately did not perform well or meet the expected job requirements and standards.

Bad hires report from Power BI
Bad hires report from Power BI

Separations by reason

Provides information about the reasons why employees have left the organization.

Separations by reasons report on Power BI
 

What is the business value and impact of these reports?

🚀

Business value

Impact

New Hires

  • Helps organizations track their talent acquisition efforts.

  • Provides insights into the effectiveness of their recruitment strategies and the ability to attract new talent.

  • Assists in workforce planning by identifying areas with increasing staffing needs.

  • Improve their hiring processes.

  • Reduce time-to-fill positions.

  • Ensure qualified candidates.

  • Contribute to enhanced team, performance and company growth.

Actives

  • Provides a real-time snapshot of the current workforce

  • Helps organizations understand their workforce capacity

  • Distribute capacity across departments, roles, and locations.

  • Aids resource allocation, workload management and project planning.

  • Ensures the organization has the right number of employees with the required skills.

Separations

  • Offers valuable insights into why employees are leaving the organization.

  • Helps HR and management identify areas where they can improve retention and address underlying issues, potentially reducing turnover rates.

  • Implement targeted retention strategies.

  • Address workplace issues.

  • Adjust policies to create a more attractive work environment.

Bad Hires

  • Highlights areas where the hiring process may be falling short.

  • Assists in evaluating the effectiveness of candidate screening and selection.

  • Reduce performance issues.

  • Minimize disruptions caused by underperforming employees.

  • Contributes to a more efficient use of resources by preventing costly turnover and rehiring.

Supporting organizations' digital transformation and digital literacy is one of my passions, and I honestly believe this is a great way to start. What do you think?


 

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