HR ANALYTICS: UNIT 5

HR Metrics
1. Introduction to HR Metrics

HR Metrics are quantifiable measures used to track and assess the efficiency, effectiveness, and
performance of human resource activities in an organization. HR metrics provide valuable
insights into how HR practices contribute to achieving organizational goals and help in
decision-making processes.

Importance of HR Metrics:

 Data-Driven Decision Making: HR metrics provide objective data that help HR

managers make informed decisions about recruitment, training, performance
management, and other areas.

 Aligning HR with Business Goals: HR metrics help demonstrate how HR practices

impact business outcomes, such as profitability, productivity, and employee
engagement.
 Continuous Improvement: Monitoring HR metrics regularly helps identify areas for
improvement in HR practices, ultimately enhancing employee satisfaction and
organizational performance.

2. Types of HR Metrics

HR metrics can be classified into several categories based on the aspect of HR they measure.
Some key types include:

A. Operational Metrics
 Focus on the efficiency of day-to-day HR operations.

 Example metrics include time to hire, cost per hire, employee turnover rate, and
absenteeism rate.
B. Strategic Metrics

 Focus on aligning HR outcomes with overall business goals.

 Example metrics include employee engagement, leadership effectiveness, and the

impact of HR on organizational performance.

C. Performance Metrics

 Measure how well employees perform in their roles and how HR practices contribute
to their performance.

 Example metrics include productivity, performance ratings, and individual contribution

to team objectives.
D. Financial Metrics

 Focus on the financial aspects of HR, such as the cost of HR activities and the return
on investment (ROI) of HR programs.

 Example metrics include total compensation costs, benefits costs, and ROI of training
programs.

E. Talent Management Metrics

 Measure the effectiveness of talent acquisition, retention, and development processes.

 Example metrics include time to fill, quality of hire, and promotion rates.

3. Staffing Metrics

Staffing metrics help organizations assess the effectiveness of their recruitment and staffing
processes. These metrics are critical to understanding how well the organization is attracting,
selecting, and retaining talent.

Key Staffing Metrics:

1. Time to Hire:
o Measures the average number of days from when a job opening is posted to
when the selected candidate accepts the offer.
o Importance: A shorter time to hire generally indicates an efficient recruitment
process, but it must not come at the expense of quality.

2. Cost per Hire:

o Measures the total cost associated with hiring a new employee, including
recruitment advertising, agency fees, interview expenses, and onboarding costs.
o Formula:

Cost per Hire=Total Recruitment CostsNumber of Hires\text{Cost per Hire} =

\frac{\text{Total Recruitment Costs}}{\text{Number of
Hires}}Cost per Hire=Number of HiresTotal Recruitment Costs

3. Quality of Hire:
o Measures the performance and retention of new hires over a specified period
(usually the first year).

o Importance: Evaluates the effectiveness of the recruitment process in selecting

candidates who contribute positively to the organization.

4. Offer Acceptance Rate:

o Measures the percentage of job offers accepted by candidates.

o Formula:
Offer Acceptance Rate=Number of Offers AcceptedTotal Number of Offers Made×100\text{
Offer Acceptance Rate} = \frac{\text{Number of Offers Accepted}}{\text{Total Number of
Offers Made}} \times
100Offer Acceptance Rate=Total Number of Offers MadeNumber of Offers Accepted×100

o Importance: A high acceptance rate indicates the attractiveness of the

organization's job offers and employer brand.

5. Employee Turnover Rate:

o Measures the percentage of employees who leave the organization over a certain
period.

o Formula:

Employee Turnover Rate=Number of Employees who LeftAverage Number of Employees×1

00\text{Employee Turnover Rate} = \frac{\text{Number of Employees who
Left}}{\text{Average Number of Employees}} \times
100Employee Turnover Rate=Average Number of EmployeesNumber of Employees who Lef
t×100

o Importance: Helps gauge the effectiveness of recruitment and retention

strategies and indicates potential issues with job satisfaction or organizational
culture.

6. Retention Rate:

o Measures the percentage of employees who stay with the company over a
defined period.

o Formula:

Retention Rate=Number of Employees RetainedTotal Number of Employees×100\text{Reten

tion Rate} = \frac{\text{Number of Employees Retained}}{\text{Total Number of
Employees}} \times
100Retention Rate=Total Number of EmployeesNumber of Employees Retained×100
o Importance: A higher retention rate suggests effective staffing and employee
satisfaction.

4. Training and Development Metrics

Training and development metrics assess the effectiveness of an organization's training
programs and the overall development of employees. These metrics help measure how well
training initiatives improve employee skills, engagement, and performance.

Key Training and Development Metrics:

1. Training Completion Rate:

o Measures the percentage of employees who complete a given training program.
 o Formula:

Training Completion Rate=Number of Employees Completing TrainingTotal Number of Emp

loyees Scheduled for Training×100\text{Training Completion Rate} = \frac{\text{Number of
Employees Completing Training}}{\text{Total Number of Employees Scheduled for
Training}} \times
100Training Completion Rate=Total Number of Employees Scheduled for TrainingNumber o
f Employees Completing Training×100

o Importance: Helps assess the effectiveness and engagement of training

programs.

2. Training ROI (Return on Investment):

o Measures the financial return or business outcomes that result from training
investments.

o Formula:

Training ROI=Benefits of Training (e.g., increased productivity)Cost of Training×100\text{Tr

aining ROI} = \frac{\text{Benefits of Training (e.g., increased productivity)}}{\text{Cost of
Training}} \times
100Training ROI=Cost of TrainingBenefits of Training (e.g., increased productivity)×100

o Importance: Helps determine the value of training investments and whether they
are generating sufficient business outcomes.

3. Employee Performance Improvement:

o Measures changes in employee performance after completing training

programs.

o Formula: Evaluate performance metrics (such as productivity, sales, or

customer satisfaction) before and after training to gauge improvements.

o Importance: Indicates whether training programs have led to measurable

performance improvements.

4. Training Cost per Employee:

o Measures the cost of providing training per employee.

o Formula:

Training Cost per Employee=Total Training CostsNumber of Employees Trained\text{Trainin

g Cost per Employee} = \frac{\text{Total Training Costs}}{\text{Number of Employees
Trained}}Training Cost per Employee=Number of Employees TrainedTotal Training Costs

o Importance: Helps in budgeting and evaluating the cost-effectiveness of training

programs.

5. Learning Impact/Engagement Score:

 o Measures the level of engagement and satisfaction employees have with the
training program.

o This can be gathered through post-training surveys, quizzes, and feedback.

o Importance: Helps assess whether employees find the training relevant,

engaging, and valuable.

6. Employee Development Plans:

o Measures the percentage of employees who have clear development plans in

place.

o Importance: Indicates how well the organization is fostering employee growth

and aligning it with business goals.

7. Post-Training Retention Rate:

o Measures the retention of employees after they receive training or development

opportunities.

o Importance: Suggests whether employees see the organization as invested in

their growth, which can affect retention.

Application-Oriented Exercises: Dashboards in Excel

Dashboards are an effective way to visually represent key business metrics and data, enabling
better decision-making and performance tracking. Creating dashboards in Excel can be
enhanced with various tools and add-ins that provide flexibility, control, and interactivity.
Below are the key concepts and tools that can help in creating dashboards in Excel:

1. Dashboards in Excel

A dashboard is a data visualization tool that provides a visual display of key metrics, trends,
and patterns in an organization. Dashboards are typically used to track business performance,
monitor KPIs (Key Performance Indicators), and provide actionable insights at a glance.
Key Components of Dashboards:

 Charts and Graphs: Used to visualize data trends (e.g., bar charts, line charts, pie
charts).
 Tables: Display detailed data for analysis.

 Key Metrics: Highlight important indicators (e.g., revenue, expenses, performance

scores).

 Interactivity: Allow users to filter, sort, and drill down into data for detailed analysis.

2. Key Excel Add-ins/Functions for Creating Dashboards

Excel offers several powerful add-ins and functions that can help build dynamic and interactive
dashboards.

A. Power Query

 Functionality: Power Query is a data import and transformation tool in Excel. It allows
you to extract data from various sources, clean it, and transform it into the desired
format for reporting.

 Use in Dashboards: Power Query helps in automating data collection and

manipulation processes, ensuring the data is always up to date without manual
intervention.

B. Power Pivot

 Functionality: Power Pivot allows you to perform advanced data modeling and
analytics. It enables you to import large datasets and create relationships between tables
using a data model.

 Use in Dashboards: Power Pivot helps you create pivot tables from large datasets and
allows for more complex calculations, which can be used in dashboards.

C. PivotTables
 Functionality: PivotTables summarize and analyze data from large tables, allowing
you to create interactive tables that can easily be modified.

 Use in Dashboards: PivotTables allow users to filter, slice, and dice data, which can
be linked to visual components like charts and graphs on a dashboard.

D. Conditional Formatting
 Functionality: Conditional Formatting allows you to change the appearance of cells
based on certain conditions (e.g., changing cell color if a value is above or below a
threshold).

 Use in Dashboards: Helps highlight important data points like trends or outliers,
making the dashboard more visually appealing and informative.

E. Excel Charts

 Functionality: Excel provides various chart types (line, bar, pie, scatter, etc.) for
visualizing data.

 Use in Dashboards: Charts are essential for visually representing key data metrics on
a dashboard, making them easy to understand and interpret.

F. Add-ins (e.g., Power BI):

 Functionality: Power BI is a powerful business analytics tool that integrates with

Excel. It enhances dashboard capabilities by allowing the creation of advanced,
interactive visualizations.
  Use in Dashboards: Use Power BI to create more dynamic and interactive dashboards,
and integrate them with Excel for reporting and sharing insights.

3. Name Range

A Named Range is a user-defined name for a cell or range of cells in Excel. Instead of
referencing a cell by its address (e.g., A1, B2), you can use a meaningful name (e.g.,
"SalesData").

Why Use Named Ranges in Dashboards?

 Ease of Reference: Named ranges make formulas easier to read and understand. For
example, instead of referencing =A1+B2, you can use =SalesData + Expenses.

 Dynamic Dashboards: Named ranges can be used with charts, conditional formatting,
and other dashboard elements to refer to dynamic data that updates as the data set
changes.
 Data Consistency: Named ranges reduce errors in large datasets by ensuring that you
are always referencing the correct data range.
How to Create a Named Range:

1. Select the cells or range you want to name.

2. In the Formulas tab, click Define Name.

3. Enter the desired name for the range (e.g., "SalesData").

4. Click OK.

Using Named Ranges in Dashboards:

 Charts: You can use named ranges as the data source for charts. For example, a chart
can automatically update when the named range changes.

 Formulas: Named ranges can be used in formulas to simplify calculations in your

dashboard.

4. The Developer Tab

The Developer Tab in Excel provides access to tools that allow users to create forms, macros,
and other advanced features. It’s essential for creating interactive and customized dashboards.

Activating the Developer Tab:

1. Go to the File tab and select Options.

2. In the Excel Options dialog, select Customize Ribbon.

3. Check the box next to Developer.

4. Click OK.
Features in the Developer Tab:

 VBA (Visual Basic for Applications): You can write custom code to automate tasks or
create dynamic functionality for your dashboard.

 Form Controls: These are interactive elements like buttons, drop-down lists,
checkboxes, and radio buttons that can be used in dashboards to allow users to interact
with the data.

5. Form Controls

Form Controls are interactive elements that allow users to interact with your Excel worksheet.
They can be used to create interactive dashboards, where users can filter data or trigger actions
without directly editing the spreadsheet.

Types of Form Controls:

1. Combo Box (Drop-down list):

o Allows users to select from a list of options.

o Use in Dashboards: Can be used to filter data, such as selecting a department,

product, or time period, to view specific results on the dashboard.

2. Option Button (Radio Button):

o Allows users to select one option from a list of choices.

o Use in Dashboards: Useful for making single selections, such as choosing

between different views or chart types.

3. Check Box:

o Allows users to check or uncheck a box, typically to make binary decisions

(Yes/No).

o Use in Dashboards: Can be used to toggle data views or apply filters (e.g.,
show only active employees).

4. Button:

o Can be used to trigger an action or a macro.

o Use in Dashboards: A button can trigger a refresh of the dashboard or execute
a specific calculation.

5. Scroll Bar:
o Allows users to scroll through a range of values.

o Use in Dashboards: Useful for adjusting values, such as filtering data by date
or changing a performance metric.

How to Add Form Controls:

 1. Go to the Developer tab and click on Insert.

2. Choose a control type (e.g., Combo Box, Button).

3. Draw the control on your worksheet by clicking and dragging.

4. Right-click on the control to set properties, such as the input range or output cell.

Using Form Controls in Dashboards:

 Interactive Filters: Form controls can be used to add drop-down lists or checkboxes
that filter data in real time, making dashboards interactive.

 Dynamic Charts: Combine form controls with dynamic data sources (using named
ranges) to create charts that change based on user input.

 Macro Integration: Form controls like buttons can be linked to macros to perform
complex actions like data updates, recalculations, or navigation within the dashboard.

In Excel, formulas are essential for performing calculations, aggregating data, and referencing
information to make dashboards more dynamic and interactive. The following formulas are
particularly useful for creating and managing dashboards, as they help extract, summarize, and
manipulate data efficiently.

1. VLOOKUP (Vertical Lookup)

VLOOKUP is one of the most widely used lookup functions in Excel. It searches for a value
in the first column of a range and returns a value in the same row from a specified column.

Syntax:

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VLOOKUP(lookup_value, table_array, col_index_num, [range_lookup])

 lookup_value: The value to search for in the first column of the range.

 table_array: The range of cells that contains the data (including the column with the
lookup value).

 col_index_num: The column number in the table from which to retrieve the value.

 range_lookup: TRUE for an approximate match (default) or FALSE for an exact

match.

Use in Dashboards:

 Data Lookup: Useful for finding and returning information from large datasets, such
as looking up employee names, sales figures, or product details in a dashboard.

 Example: Retrieving sales figures based on a product ID or an employee's performance

from a table.
Example:

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=VLOOKUP(A2, B2:D10, 3, FALSE)

This formula looks for the value in A2, searches it in the range B2:B10, and returns the
corresponding value from the 3rd column in the range (column D).

2. INDEX (Array Lookup)

INDEX is another lookup function but more versatile than VLOOKUP. It can return the value
of a cell in a given range based on row and column numbers.

Syntax:

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INDEX(array, row_num, [column_num])

 array: The range of cells from which to return a value.

 row_num: The row number in the array to retrieve the value.

 column_num: The column number in the array to retrieve the value (optional if the
array is a single column).

Use in Dashboards:

 Dynamic Data Retrieval: INDEX is ideal for extracting data from specific locations
in a table, especially when used with MATCH for more flexible lookups.

 Example: If you want to dynamically retrieve a specific sales amount or employee

name based on row and column identifiers.

Example:

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=INDEX(B2:D10, 4, 2)

This formula returns the value in the 4th row and 2nd column of the range B2:D10.

3. SUMIF (Conditional Sum)

SUMIF allows you to sum the values in a range that meet a specific condition or criterion.

Syntax:

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SUMIF(range, criteria, [sum_range])

 range: The range of cells that you want to apply the criteria to.

 criteria: The condition or criterion that determines which cells to sum (can be a number,
expression, or text).

 sum_range: The actual cells to sum (optional). If not provided, Excel sums the cells in
the range.

Use in Dashboards:

 Conditional Aggregation: SUMIF is useful for creating conditional sums based on

specific criteria. For example, you can sum sales amounts only for a specific region or
department.

 Example: Summing sales amounts for a particular region or calculating total expenses
for a specific category.

Example:

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=SUMIF(A2:A10, "North", B2:B10)

This formula sums the values in the range B2:B10 where the corresponding values in A2:A10
equal "North" (e.g., summing sales for the North region).
4. AVERAGEIF (Conditional Average)

AVERAGEIF calculates the average of values in a range that meet a specified condition.

Syntax:

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AVERAGEIF(range, criteria, [average_range])

 range: The range of cells to apply the criteria to.

 criteria: The condition that determines which cells to average.

 average_range: The cells to average (optional). If not provided, Excel averages the
cells in the range.
Use in Dashboards:
  Conditional Averages: AVERAGEIF is useful for calculating the average of values
that meet specific conditions. For example, calculating the average sales of employees
who met their targets.

 Example: Finding the average score of employees who completed training

successfully.

Example:

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=AVERAGEIF(A2:A10, ">50", B2:B10)

This formula calculates the average of values in the range B2:B10 where the corresponding
values in A2:A10 are greater than 50 (e.g., average sales over 50 units).

5. COUNTIF (Conditional Count)

COUNTIF counts the number of cells that meet a specified condition or criterion.

Syntax:
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COUNTIF(range, criteria)

 range: The range of cells to count.

 criteria: The condition that determines which cells to count.

Use in Dashboards:

 Conditional Counting: COUNTIF is useful for counting the number of occurrences of

a specific value or condition. For example, counting how many salespeople achieved
their target or how many employees attended a training session.

 Example: Counting the number of employees in a specific department or the number

of sales over a certain threshold.

Example:

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=COUNTIF(A2:A10, "Completed")
This formula counts how many cells in the range A2:A10 contain the text "Completed" (e.g.,
counting how many training modules were completed).
6. Combining Formulas for Advanced Dashboards
Excel’s true power comes when combining these functions to create more complex, dynamic,
and interactive dashboards. Here are a few examples of how you might combine the formulas:

A. INDEX + MATCH (More Flexible Lookup):

Instead of using VLOOKUP, you can combine INDEX and MATCH for a more flexible
lookup, especially when the lookup value isn’t in the first column.

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=INDEX(B2:B10, MATCH("Product A", A2:A10, 0))

This formula searches for "Product A" in the range A2:A10, finds the corresponding row, and
retrieves the value from the B2:B10 range.

B. SUMIF with Named Ranges:

Using SUMIF with a Named Range makes formulas more readable and easier to manage,
especially when working with large datasets.

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=SUMIF(SalesData, "North", SalesAmounts)

Where SalesData and SalesAmounts are named ranges that refer to the appropriate columns
in the dataset.

C. AVERAGEIF + Dynamic Ranges:

You can use AVERAGEIF with dynamic ranges (using OFFSET or INDIRECT) to create a
dashboard that automatically updates as new data is added.

Application of Excel Functions in Creating HR Dashboards &

Storyboarding
Creating HR dashboards using Excel involves applying various Excel functions and tools to
collect, analyze, and visualize HR-related data. HR dashboards track important metrics such
as employee performance, turnover rates, recruitment metrics, and training progress.
Storyboarding in Excel is the process of connecting the various components of a dashboard to
tell a cohesive and actionable story based on the data insights.

1. Application of Excel Functions in Creating HR Dashboards

HR dashboards aim to present HR data clearly and effectively to help HR professionals and
leadership make informed decisions. Key metrics that are often displayed include recruitment
performance, employee engagement, turnover rates, diversity and inclusion statistics,
compensation data, and more.

Key Excel Functions for HR Dashboards:

1. VLOOKUP and INDEX/MATCH:

o VLOOKUP and INDEX/MATCH are often used in HR dashboards for

looking up employee data, such as retrieving employee names, departments,
salaries, or performance scores from large datasets.

o Example: Use VLOOKUP to look up an employee’s salary based on their

employee ID.

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=VLOOKUP(A2, EmployeeData!A2:D100, 3, FALSE)

This formula looks for the employee ID in cell A2 and retrieves the corresponding salary
from the 3rd column of the EmployeeData range.

2. SUMIF, AVERAGEIF, and COUNTIF:

o SUMIF and AVERAGEIF are useful to aggregate data based on specific

conditions, such as total compensation, average employee satisfaction scores,
or training completion rates.

o COUNTIF can count specific occurrences, such as how many employees are
in a particular department or have completed a certain training program.

o Example: Calculate the total compensation for employees in a particular

department.

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=SUMIF(DepartmentRange, "HR", CompensationRange)

This sums the compensation of employees in the "HR" department.

3. IF and Nested IF Functions:

o IF and nested IF formulas are useful in HR dashboards for conditional logic,

such as evaluating whether an employee is eligible for a promotion, bonus, or
training program.

o Example: Use IF to check if an employee’s performance exceeds a certain

threshold.

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=IF(PerformanceScore>8, "Eligible for Promotion", "Not Eligible")

4. Pivot Tables:

o Pivot Tables are essential for summarizing large datasets and creating
dynamic reports. They allow HR professionals to group data by department,
tenure, performance, etc., and create interactive summaries.

o Example: A pivot table can help track the number of new hires per
department, turnover rates by month, or training participation by team.

5. Conditional Formatting:

o Conditional formatting can visually highlight trends and outliers, making it

easy to spot key issues or performance gaps in HR metrics.

o Example: Highlight employees who have exceeded performance targets or

flag underperforming employees based on conditional formatting rules.

o Example: Apply conditional formatting to highlight performance scores above

8.

6. Charts (Bar, Pie, Line, etc.):

o Charts are essential for visually representing HR metrics. Excel allows the
creation of bar charts, line charts, pie charts, and other visualizations that help
stakeholders easily digest HR data.

o Example: Use a pie chart to show the distribution of employees across

different departments or a line chart to track employee turnover over time.

7. Dynamic Range Names:

o Named ranges make formulas more readable and flexible. For example, if
your employee data is growing over time, you can use dynamic ranges that
automatically adjust to new data.

o Example: A dynamic range for employee names could adjust automatically as

new employees are added to the dataset.

8. Data Validation (Drop-Down Lists):

o Data validation is useful for creating interactive dashboards. It helps in

building drop-down menus for users to filter data (e.g., selecting departments,
performance categories, etc.).
o Example: A drop-down list allows users to filter data by department and view
metrics specific to that department.

9. Power Query and Power Pivot:

 o Power Query is useful for importing, cleaning, and transforming HR data
from various sources into a usable format.

o Power Pivot allows for creating complex relationships between data sources,
creating advanced analytics, and handling large datasets effectively.

o Example: You can use Power Query to import employee data from an HRMS
system and then use Power Pivot to build a relationship between employee
data and training programs for advanced reporting.

2. Storyboarding: Connecting the Dots and Integrating the Findings

Storyboarding in the context of HR dashboards refers to organizing and structuring the data
and visualizations to tell a compelling story. Storyboarding helps ensure that the insights
drawn from the data are communicated effectively, aligning with organizational goals and
guiding decision-making.

Steps in Storyboarding for HR Dashboards:

1. Define the Purpose:

o The first step in storyboarding is to define the purpose of the HR dashboard.
The dashboard should answer key business questions or provide insights into
specific HR metrics. For example, is the goal to track recruitment
performance, employee engagement, or compensation trends?

o Example: An HR dashboard focused on "Employee Performance" could

include metrics such as training completion, performance ratings, and
promotion rates.

2. Identify Key Metrics and KPIs:

o After determining the purpose of the dashboard, identify the key performance
indicators (KPIs) and metrics that will be tracked. These should be directly
tied to business objectives.

o For an HR dashboard, examples of KPIs include:

 Employee turnover rate

 Time to fill positions

 Training completion rate

 Employee satisfaction score

 Diversity metrics
3. Data Collection and Integration:
 o Gather data from various HR systems (e.g., HRMS, ATS, Learning
Management System) and integrate them into Excel. Ensure that data is
accurate, consistent, and up to date.

o Data Sources: Employee records, performance reviews, recruitment data,

training participation data, etc.

o Use Power Query to automate data importation and transformation if working

with external systems.

4. Design the Layout:

o Plan the layout of the dashboard. This includes the placement of charts, tables,
and other elements. A good HR dashboard should be intuitive and easy to
understand.

o Key Sections:
 Summary of Key Metrics: A snapshot of overall performance.

 Trends: Line or bar charts showing performance over time.

 Departmental/Team Breakdown: Pie or bar charts showing metrics

like turnover by department.

 Employee Demographics: Charts representing diversity, age groups,

etc.

5. Create Interactive Elements:

o Add interactivity to the dashboard using Form Controls (e.g., drop-down

lists, checkboxes). This allows users to filter data based on certain criteria such
as department, region, or performance level.

o Example: Use a drop-down list to let users select different departments,

showing performance and turnover metrics for each department.
6. Storytelling with Visualizations:

o Present the data in a way that tells a story. Each chart, table, or metric should
flow logically to the next, with each visualization supporting the overarching
narrative.

o Example:
 Starting Point: Begin with overall employee satisfaction and then dive
into detailed performance data, turnover rates, and training results.
 Trends and Insights: Show how employee engagement has changed
over time, with key events (e.g., training sessions, policy changes)
marked on the timeline.
 7. Highlight Key Insights:

o Focus on key findings that have actionable insights. Use conditional

formatting to highlight trends or outliers (e.g., an unusually high turnover rate
or a department with above-average performance).

o Example: Use a green-red color scale to indicate high and low performers,
allowing HR to quickly spot issues or areas of success.

8. Integrate Recommendations:

o Based on the insights drawn from the dashboard, include recommendations or

next steps. For example, if high turnover is observed in a specific department,
recommend further investigation or targeted retention programs.

9. Test and Refine:

o Once the dashboard is built, test it with real users (HR managers, executives,
etc.) to ensure that it provides the right information, is easy to understand, and
allows users to make informed decisions.
Conclusion

Creating HR dashboards in Excel requires applying a range of Excel functions to gather,

process, and present data in an interactive and user-friendly way. Functions such as
VLOOKUP, SUMIF, AVERAGEIF, IF, and PivotTables are essential for pulling and
summarizing HR data. Additionally, Power Query and Power Pivot enhance the dashboard
by providing automated data updates and advanced analytics.

Storyboarding is crucial for ensuring that the HR dashboard not only presents data effectively
but also tells a coherent story. By organizing data visually and providing actionable insights,
HR professionals can use dashboards to support decision-making and improve overall
workforce management.