You may have heard a term called “Information War”, it may sound dramatic but in reality this is what we deal with every single day. Information is everything in the world of the internet, and whoever wields this great power has the strength to rule over all. And as we all know, HR is the one who really maintains the flow of information inside a company. Which makes it so important to keep accurate data representing the present of the company. They usually manage it with multiple dashboards doing multiple things, and today we will see seven of them in action.

1. The Executive HR Dashboard

This dashboard will allow you to see the headcounts inside the company. Understanding the growth and decline in the numbers is the main goal, but it can also help in these areas:

1. Overall Turnover Rate: A proper graph view of employee departure from the company and its frequency.

2. Average Employee Tenure: highly-detailed overview of how stable the workforce is right now and for how long.

3. Average Salary & Payroll Costs: A financial insight on the paychecks of each employee.

4. Employee Satisfaction/Engagement Score: A crucial feedback mechanism that helps balance the worklife of employees. Managers will need this more often than others.

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2.  Recruitment & Talent Acquisition Dashboard

The most common dashboard that visually represents if there is any need for new hires in the business. Pinpointing when the recruitment should be posted and by when the new hire should start working is important, and this dashboard achieves just that.

3. Turnover & Retention Dashboard

This is the upgraded version of one aspect from the Executive HR Dashboard. It focuses on all matters related to employees leaving the company, what was the reason behind their decision and what kind of financial strain it created. It also helps in finding the root cause which may be deeply integrated inside a department, and then forcefully cure it.

4. DEIB Dashboard

The DEIB Dashboard stands for Diversity, Equity, Inclusion, and Belongings. This one mainly focuses on the demographic and geographic data related to the employees which can later be used to shift the culture inside the company to best suit them. A rather ignored but definitely one of the most important dashboards out there.

5. Performance & Productivity Dashboard

As the name suggests, this dashboard fully immerses the performance and productivity aspect of each employee, figuring out who is on top of the line and who is struggling, and which department may have performance issues for future training cases. 

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6. L&D Dashboard

Learning & Development or L&D Dashboard for short, is a skill training overview of new employees. It helps the HR team create a personalised training plan based on the skills someone is missing, and then monitor it’s effectiveness with the 5th Dashboard. 

7. Compensation & Benefits Dashboard

Last but not the least is the compensation and benefit dashboard that provides a transparent overview of who is getting what kind of benefits and why. It helps locate talents that haven’t been rewarded yet, or any possible flaws in compensations that may go unnoticed. 

These HR dashboards are more than just fancy graphs, they provide insights that normal excel sheets never can. And the need for these only grows as more and more people come and go from the company, making it even more crucial to record them on time, and figure out the cause and repent. So, do you agree with this? Or do you still think that the HR analytic dashboards are just a waste of time? It’s your call to make, and we hope this article managed to make everything clear.

Frequently Asked Questions

Q1. What is the biggest benefit of the HR Analytics Dashboard?

Ans. The Analytics Dashboards provide data driven information, rather than trusting your gut and guessing what may work or what would not. Data don’t lie, and even if they don’t match the trends, they still have a much better chance at producing predictable results than guessing. So in short, turning data into action is the biggest advantage or benefit of HR Analytics Dashboard.

Q2. Do I need to be a data scientist to understand this?

Ans. No, you don’t have to be a professional data scientist to properly utilise it. In fact most modern dashboards are so straightforward that even an undergraduate employee can understand it. But the real challenge comes afterwards when it’s time to reuse the data and turn it into actions that produce results.

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Q3. What is the difference between HR metrics and HR Analytics Dashboards?

Ans. Metrics are the data that the dashboard represents visually. So fundamentally they are the same,zz one only shows the raw numbers while the other makes it easier for the human brain to comprehend. The simple way would be to think of the metrics as the ingredients while the dashboard is a fully prepared meal.

Q4. How often should the dashboard be reviewed?

Ans. It all depends on your decision making cycle. Most HR do it twice a month, which usually means somewhere around the second week. That way the HR can find out any errors that may be causing issues and rectify it early. While the recruitment level or executive level overviews will notify about the urgency in those areas. It’s all about how you do your work, there is no universal way of doing this.

Q5. What if my company doesn’t have dedicated tools? What should I do?

Ans. Tools definitely make the process easier, but it is still only a dashboard and nothing more. Baseline will still be about manually inputting data into the google sheet for example, which the analytic tool uses as the source. So, if you don’t have that, just a separate subsheet inside the sheet and link the data to a pivot table or pie chart. This will provide almost the same thing.

Sources:

1. 11 Analytics Dashboard Examples to Gain Insights for SaaS

2. What is an Analytics Dashboard? Key Types & Examples

3. Discover Top 10 Essential Google Analytics Dashboards in GA4

4. Top 6 Digital Analytics Dashboards | AgencyAnalytics

5. 10 Best Ecommerce Analytics Dashboard to use in 2025