How do you create a retention dashboard in Excel to visualize your HR metrics?

Start by gathering data on employee turnover, tenure, engagement scores, and exit interview feedback. In Excel, create a table for this data. Use charts like bar graphs for turnover rates and line graphs for retention trends. Incorporate conditional formatting to highlight key metrics, making it easy to visualize and track patterns.

In Excel, organize key HR metrics like turnover rate, tenure, and satisfaction scores. Use charts or graphs for visual representation and regularly update the dashboard for a quick, visual overview of employee retention trends.

Enter employee data in Excel, use Pivot Table to summarize turnover info, create a chart (bar or pie), apply formatting for clarity, add filters for analysis, and update the dashboard regularly.

? Gather data like turnover rates and tenure. ? Organize it in a table, then use charts and graphs for clear visuals. ? For example, a line graph can show trends in turnover over time, helping track progress.

Use HRIS System: Implement HRIS software to automate data collection and management, thereby reducing errors and increasing efficiency.

Define the Time Period: Choose a specific timeframe (e.g., quarterly or annually) to measure retention rates, ensuring consistency in data collection.

Here are a couple of rules to remember when selecting your visualization: Choose the chart that tells the story. There may be more than one way to visualize the data accurately. In this case, consider what you’re trying to achieve, the message you’re communicating, who you’re trying to reach, etc. Design for comprehension. Once you have your visualization created, take a step back and consider what simple elements might be added, tweaked, or removed to make the data easier for the reader to understand. These subtle tweaks make a huge difference. Tell the whole story. It’s ok to have snapshots of w

Use of Replacement Charts: HR can use Replacement Charts to plan employee replacement and career development, identify leadership potential, and plan training needs.

Continued: Tell the whole story. It’s ok to have snapshots of where your metrics are today but don’t forget to tell the whole story. If you are reporting your current month’s time to fill is 45 days, it can make you and the team look like you suck. But if you show that at the beginning of the year, the time to fill was 78 days, it tells a different story. It’s one of the reasons I am such a fan of trend lines being added to charts. It’s the final touch on a graph to help users understand the progress made or lack thereof. Order data intuitively and consistently. There should be a logical hierarchy. Order categories alphabetically, sequentially, or by value. Use natural increments on your axis to help users clearly understand the metric.

Data Filtering: Use Filters to filter employee data based on certain criteria, such as job status or location and User Feedback: Collect feedback from employees on the use of Slicer and Filter to improve the data analysis process in the future.

For a dashboard focusing on employee retention within a company, incorporating a variety of filters can significantly enhance the analysis and actionability of the data presented. Key filter ideas include: Department/Team: Tenure: Reason for Leaving: Job Role/Level: Geographic Location: Engagement Score:

Pivot Table Usage: Make use of pivot tables in Excel to analyze employee data by categories such as gender and department and Responsive Design: Ensure that the dashboard can be adapted to various devices, making it easily accessible to managers and employees.