Why people analytics

Ilona's data-driven approach enables targeted improvements to the employee experience and increases engagement. Key figures that she attaches particular importance to are:

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Headcount over time
Follow employee population development in individual departments to ensure compliance with workforce planning and identify critical thresholds for organizational development.

‍Recruiting Analytics
Assess the efficiency of the recruiting funnel and ensure that hiring goals are achieved by analyzing key figures such as offer acceptance rates and time-to-hire.‍

personnel costs
‍Get real-time insights into labor costs to ensure compliance with financial forecasts and strategic planning.‍

Turnover rate and reasons for quitting
‍Analyze trends in turnover rates and reasons for quitting to uncover structural issues and avoid losing talent.‍

Absence and working time analyses
‍Monitor absenteeism data, such as sick days and overtime, to identify patterns that influence employee wellbeing and productivity.

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Let's look at how Ilona built her Mission Control Center to visualize data and measure metrics across the entire employee lifecycle.

Ilona's People Analytics Insights

Workforce Management

Headcount over time

Ilona tracks the development of the employee base over time, broken down by department, to ensure compliance with the headcount plan. It observes when individual departments or the entire organization exceed critical thresholds. This allows her to focus on organizational development and resource planning.

Absence and working time analyses

Ilona analyses absenteeism data such as sick days, vacation days and overtime to identify trends and relationships with turnover and engagement rates. These findings help her improve well-being and productivity in the organization.

Recruiting Analytics

Ilona visualizes the recruiting funnel to evaluate the quality and speed of recruiting. It tracks metrics such as offer acceptance rates to ensure that the organization meets its hiring goals and remains competitive.

Fluctuation rate over time

Ilona observes turnover rates over time, differentiated by department and organizational level, in order to identify structural fluctuation problems. This is how she understands the influence of fluctuation on personnel planning, especially when rates deviate from forecasts.

reasons for leaving

Through regular evaluation of reasons for leaving, Ilona recognizes trends early on and uncovers structural problems in people management. This enables them to act proactively to manage the turnover and retention of important talents.

Financial performance

personnel costs

Ilona continuously monitors personnel costs to ensure that personnel spending is in line with the strategic plan and budget forecasts for the next 6 to 12 months. This allows her to take timely action and communicate effectively with business and financial managers.