HR Analytics Have Changed – Is Your Dashboard Keeping Up?

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A static HR dashboard is an outdated one. HR analytics has evolved beyond turnover rates and engagement scores, and tracking broad workforce trends is no longer enough.

Instead of just asking what is happening, we need to ask why—and how to fix it.

Segmenting data and digging deeper is essential. Without it, you're only seeing half the picture and missing valuable insights that could transform your workforce strategy. Today, data must be analyzed and applied strategically to drive real change.

Download my?'New HR Metrics for Smarter Workforce Decisions'?guide to ensure your dashboard is tracking the right metrics for your organization.

Let’s explore three key areas where HR pros must evolve their approach.

1. Segmentation: The Key to Real Insights

Looking at turnover as one big number doesn’t tell you much. But what if you broke it down by department, tenure, or performance level? Suddenly, patterns emerge:

• Is turnover highest among new hires? Maybe onboarding needs an overhaul.
• Are top performers leaving at a higher rate? You might have a leadership or pay issue.
• Are certain teams experiencing higher burnout? Time to look at workload distribution.

Action Step:?Start slicing your data by different variables—role, seniority, location, or even manager—to identify specific problem areas.

2. New Metrics That Matter

It’s not just about tracking trends—it’s about tracking the right ones. Here are some newer HR analytics metrics?you should start paying attention to:

• Flight Risk Score?– Which employees are showing early signs of disengagement?
• Time to Productivity?– How quickly do new hires become fully effective in their roles?
• Skills Gaps by Team?– Where do you need to invest in upskilling before it becomes a problem?
• Internal Mobility Rate?– Are employees growing within the company, or are they leaving to advance elsewhere?

Action Step:?Review your HR dashboard and make sure you’re tracking at least one?of these newer metrics to get ahead.

3. Moving from Data to Decisions

Having great data means nothing if it just sits in a report. The real power comes from turning those numbers into actionable strategies.

For example:

• If your flight risk score?is high among mid-level managers, launch a targeted retention initiative.
• If your internal mobility rate?is low, rethink career pathing and promotion opportunities.
• If time to productivity?is lagging, evaluate your training programs.

Action Step:?Each month, take one HR metric and develop one action step?to improve it. No more dashboards that sit unused—make the data work for you.

HR's Quick Guide to Coaching Managers

Today’s HR leaders need next-level analytics that go beyond surface-level trends and reveal the real drivers of retention, performance, and engagement.

This FREE RESOURCE introduces you to the newest HR metrics—from Quality of Hire Over Time to Pay Progression vs. Market Rate—giving you the tools to update your dashboard and make smarter, data-driven decisions.

This is just one of the many resources available in the extended 2.0 version of our newsletter, where you’ll also find templates, checklists and videos to elevate your HR game.

Don’t miss out— CLICK HERE for immediate access and take your skills to the next level!

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