Science and Technology_Human Resources
Management
1. Analysis background introduction
In modern enterprise management, human
resources (HR) management plays a crucial role. In order to support HR
decision-makers, more and more enterprises have begun to adopt human resources
management dashboards as a comprehensive data visualization tool. This
dashboard aims to provide real-time, accurate and easy-to-understand key
performance indicators. Through intuitive charts and reports, it helps
management quickly identify potential problems and optimize human resource
allocation to improve overall operational efficiency. This caseTake an Internet
technology enterprise as an example. By integrating employee attendance records
and basic information tables, the enterprise has developed an exclusive human
resources management dashboard to conduct an in-depth analysis of the
employment status and mobility of employees. The employee punching record
provides detailed attendance data, including punching time, lateness, early
departure and other information, which helps the HR department monitor the
attendance behavior of employees and identify abnormal patterns; while the
basic information form covers key data such as employees' personal information,
entry date, exit date, department distribution, etc., for mobility Analysis
provides a solid foundation.
2. Statement of key issues
Understand the age distribution of
employees in the organization, evaluate the workforce structure, predict
potential talent flow and assess succession needs according to the month of
service.
Analyze the length of service of employees
and identify departments or positions with high turnover rates.
3. Analyze the plan
In response to the above analysis goals, we
take the following actions:
3.1 Determine the key indicators and select
the employee punching records and employee information form data.
|
Serial number
|
Name of the indicator
|
Paraphrase
|
Analysis angle
|
|
1
|
Employee ID
|
The unique identification number of the
employee
|
Used to integrate employee information in
different systems or tables
|
|
2
|
Employee's name
|
The full name of the employee is used for
identification and communication
|
Combine with gender, age and other
indicators to analyze the diversity of the team.
|
|
3
|
Employee's birthday
|
The date of birth of employees is used to
calculate age and related statistics.
|
Understand the age distribution of
employees in the organization, evaluate the workforce structure, and predict
potential talent flow and succession needs according to age.
|
|
4
|
Employee's entry date
|
The date when employees officially join
the company
|
Employee mobility: analyze the length of
service of employees and identify departments or positions with high turnover
rates.
Experience accumulation: evaluate the
overall experience level of the team and support training and development
planning.
|
|
5
|
Employee's departure date
|
The date when the employee officially
leaves the company
|
Severance rate analysis: calculate the
overall and sub-department and sub-position severance rate, and identify
potential problems.
Analysis of the reasons for leaving:
combine the survey data to understand the reasons behind the leaving, and
provide a basis for improving management.
|
|
6
|
Department
|
The organizational unit or functional
department to which the employee belongs
|
Manpower allocation: analyze the
distribution of human resources in various departments and optimize resource
allocation
|
|
7
|
Sex
|
Gender identity of employees (for
example, male, female, other)
|
Gender diversity: assess the gender ratio
within the organization and promote diversity and inclusiveness.
|
|
8
|
Attendance/leave
|
Employees' attendance and leave records,
including the number of days of attendance, leave type and number of days,
etc.
|
Attendance analysis: monitor employee
attendance and identify absenteeism patterns or problems.
Leave management: analyze the leave
utilization rate, optimize the leave policy, and improve employee
satisfaction.
|
|
9
|
Full-time/part-time
|
The nature of employees' work is divided
into full-time employees or part-time employees.
|
Evaluate the work distribution of
full-time and part-time employees to ensure rationality and efficiency.
|
|
Ten
|
In-service/retirement
|
The current working status of the
employee indicates whether he is in the company or has left the company.
|
Employee status distribution: Real-time
monitoring of the proportion of in-service and out-of-service employees to
support the manpower plan.
Trend analysis: observe the changing
trend of the on-the-job status and predict the future human resources needs.
|
Description: The indicators selected in
this case are common indicators in the analysis, and they should be excellent
in the analysis work.First, select the indicators that have the greatest impact
on the business to ensure that the analysis purpose is consistent with the
business goals and key performance.
3.2 Power BI Visualization Scheme
Note: The DEMO page data is simulated data,
which is for reference only to the analysis angle and Power BI function
display, and does not involve any actual business data.
4. Analysis and interpretation
PassTotal number of employees and total
number of departments, understand the scale and organizational structure of
the enterprise, and assist resource allocation and management decision-making.AverageAgeHelps
to identify the workforceAge level, assess future manpower needs and potential
retirement risks, and support succession plans and training arrangements.Average
term of officeReflecting the stability of employees, a high average tenure
usually means better employee satisfaction and loyalty; if the average tenure
is low, it is necessary to pay attention to the reasons for employee turnover
and optimize management strategies.
Evaluation of employment mode: The analysis of the ratio of full-time and part-time employees
helps to optimize labor costs, balance flexibility and stability, and ensure
the matching of business needs and human resources.
Attendance management:The data of on-duty and leave employees supports the monitoring of
attendance rate, identifying attendance problems or leave use patterns,
optimizing leave policies, and improving employee satisfaction.
Age group distribution combined with
term of office, evaluate the experience level of
the workforce and the future talent reserve, and support training and
succession plans.
Total number of months of serviceHave the courage to evaluate the stability of employee mobility and
identify possible human resource management problems.
5. Application effect
Through this data-driven analysis method,
enterprise HR can better understand the reasons and trends of employee
mobility, so as to optimize recruitment strategies and adjust labor allocation.
For example, if the dashboard data shows that the employees in a department are
young, HR can deeply analyze the reasons and formulate targeted training
strategies. In addition, real-time monitoring of employees' work status also
helps to improve employees' dedication and overall work efficiency..
In a word, effective human resources
management is not limited to the recruitment and employment of suitable
talents. It also covers many aspects such as employee performance evaluation,
training and development, compensation management, employee satisfaction and
separation rate. These complex and multi-dimensional data indicators, if
presented in the traditional reporting method, may be difficult to fully grasp
due to the huge amount of data. The human resources management dashboard
displays these data in intuitive forms such as charts and graphics through
visualization, so that HR decision-makers can obtain key information in a short
time and make quick and accurate decisions.