In our example, we have the manpower data for 14 years across 5 locations.

We have created 2 charts and a data table from the above data.

A scroll bar is used to regulate the years.As we click through the scroll bar the year selected will change.

Sliding towards the right will increase the years and clicking the left indicator will decrease the year.

Clicking the mid indicator (left or right) will also increase /decrease the value.

The resultant chart will be as below:

Donut Chart + Column Chart

We will also have a data table which will show the resultant year data in a tabular format.

Download Column Donut Chart

Variance analysis refers to a difference between two values. The deviation may favorable or unfavorable as under:

Variance is generally calculated as per below parameters

The time period for measuring deviation can be as under:

• Current Month vs Previous Month
• Current Year vs Previous Year
• First Quarter vs Second Quarter

Variance Reports are made to find out the % increase or decrease for Profit, Revenue, Cost Expenses, Attrition, Manpower Count, Salary, Recruitment Cost etc.

Examples of Variance Analysis charts

In this example we have the monthly sales data.We have two combo box denting the from date and to date.

The resultant chart represents sales data for the selected period.

If the user selects a From Month which is after the To Month.

In this scenario, the resultant chart will show sales for the entire year( January to December).

Download Chart From Date -To Date

Attrition is the loss of human resources in an organization. A high attrition rate is a cause of concern for organization. It is a reduction in the manpower strength of an organization. Attrition can be voluntary or involuntary.

Voluntary attrition is due to resignation by the employee due to personal reasons, growth prospects, health problems etc.

Involuntary attrition includes retrenchment, layoff, terminations etc.

Steps for calculating attrition rate

E.g. : Attrition Rate for 2016 . (We are considering calendar year 01 Jan 2016 to 31 Dec 2016)

Calculate the below

1. Opening Count: This is the number of employee who are active at the start of your assessment period. Your opening count will be employees who were active as on 01 Jan 2016.
2. Newly Joined: These are the employee who have joined in your assessment period. ( 01 Jan 2016 to 31 Dec 2016)
3. Resigned: These are the employee who have left in your assessment period. ( 01 Jan 2016 to 31 Dec 2016)
4. Closing Count: (Opening Count + Newly Joined) – Resigned.These are the employees who remain active at the last day of the assessment period.

The closing count for 2016 will become the opening count for 2017.

Formula

 Example

Verification

Opening Count was 365 . New Joined was 78. So now we have a total of 443 employees. The attrition percent is 20.32%. So ( 443 * 20.32%) = 90. Hence it matched our resigned employees.

The alternative formula generally used in calculating attrition is as under:

(( Resigned / Average Head Count))*100

Here average head count is (( Opening Count + Closing Count )/2)

However there will be a slight difference in the attrition value as we average our total employee count.( As per second formula the attrition value comes to 22.6 %)

As a personal preference ,I always use the first formula.

You can further use the above formula and bifurcate attrition percentage across departments, locations, Gender, Grades etc.

Excel Charts for Attrition

The Joinee , Resigned and Attrition data can be plotted in different charts formats.

Example 1

Example 2

Example 3

Example 4

Attrition Data Monthwise.

The Data Set is as below:

The above data can be represented in various chart formats as under:

Example 1

Example 2

Example 3

Most of us spend most of our daily time in our offices. Hence it is essential that the climate of the organization is such that an employee feels enriched. The organizational culture, the energy an employee feels makes him/her engaged with the organization. Hence an atmosphere where the employee feels unvalued, misunderstood, unsafe would result in dissatisfaction and unproductivity.

A diverse workplace is one which employs individuals irrespective of their age, gender, religion, ethnicity, national origin, socio-economic class etc. Every individuals has their own set of strengths, competencies and experiences.

Everyone needs and deserved a respectful, collaborative and encouraging workplace.

An inclusive organizations is the one which respects each individual’s diversity and leverages those strengths and unique traits to create an enabling and enriching work environment. Inclusion means not only respecting and valuing individuals but also involving them in decision making and key projects. Effective inclusion will bring a sense of belonginess among employees for the organization.

The benefits of diversity can be achieved only when we respect and value each individual irrespective of their background.

Diversity and Inclusion are unique and inter-related concepts.

Diversity will enable you to have workforce numbers who are diverse in race, ethnicity, religion, age, gender, culture, disability, etc. However the true value to those numbers is enabled by inclusion.

In conclusion ,diversity is the mix of people you have and inclusion is what you do with the people you have. So diversity is futile without inclusion. 

The Gallup Organization created a feedback system for employers that would identify and measure elements of employee engagement. They conducted discussions and interviews with a huge number of employees in a variety of industries. Then basis of the results of the focus group they created a 12 survey questionnaire to measure employee satisfaction.  Engagement surveys are also called employee pulse surveys.

They 12 questions have rating from 1 to 5. (1 being the lowest and 5 is the highest).

Below are the questions of Gallup Survey and the parameter they measure are mentioned alongside.

KEY RESULT AREA

Key result area (KRA) are strategic factors where in positive results must be realized in order to achieve the organizations strategic goals. They are used to denote the assignments of task and duties to employees.

Each employee is given a set of KRA (generally 4-5). KRA gives an individual a clarity to his role. The employee is hence aware of what are the expectations of the superior has towards him/her.

KRA is a strategic area where excellent performance is required. Key result areas are also referred to “critical success factors”.

The various KRA are given weightage. Weight of each KRA is determined based on the scale of priority. Total of all the weights should be equal to 100%.

KEY PERFORMANCE INDICATORS

Key Performance Indicators (KPIs) are quantifiable metrics, which provides an indication as to whether the organization is making progress towards achieving that KRA.

For each KRA there are dedicated KPI(s). These are set at the beginning of the assessment period. At the end of the performance period the employees’ achievement towards that objective is measured.

The weight of each KRA is divided among its KPI.

Each KPI will have a target score.

KPIs are subsets of KRAs. Once you have a KRA in place, you can get a definitive and measurable KPI.

EXAMPLE

KRA: Recruitment ( if weightage is 45 %)

KPI:

• Time to fill (15%)
• Qualified Candidate per hire (10%)
• Quality of Hire (10%)
• First year retention rate (10%)

For each KPI we have a target and we measure the employee performance against that target.

e.g Time to fill we have a target that a TAT achievement above 90 % will give a 5 rating. So 90 % = 4.5 rating as 100 % = 5 rating.

So our target is 4.5. We then calculate the recruiter TAT % and find out his/ her rating.

So a TAT% of 70% will give us a rating of 3.5.

• Target: 4.5
• Achievement: 3.5
• Achievement percent: 3.5/ 4.5 = 78%

The weightage for time to fill is 15%. So the weighted score is 12% (78% * 15%)

So all other KPI(s) in recruitment will be calculated to get their individual weighted score.

Summation of all the KPI weighted scores will give us the score for recruitment KRA.

The user will select a particular department from a combo box. Accordingly the employee count for that department will be bifurcated across location, gender and grade.

One can add more parameters like age group, tenure etc.

Download File _Employee Count

We have the attrition % data for the last 11 year.

At a given point the data of the active year and the previous 5 years is shown.

Using a scroll bar the user can scroll the remaining previous years to view the attrition data for those. Years. Here the attrition % of the last active year is shown in a different color.

Download File_Scroll Bar Attrition Chart

We have created various tenure bands like 0-3 years, 3-5 years, 5-7 years and 7+ years and then grouped employees accordingly.

The user selects the required department. The Bar Chart will dynamically update in descending order. The tenure band having the highest number of employees will be displayed at the top. The respective employee count and percentage will also be shown.

 Download Employee Tenure