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HR dashboards

HR dashboard examples

Four HR dashboards: headcount and turnover, an HR scorecard, HR analytics and compensation. Open any of them to see it in full, then use it as a template for your own data.

HR Scorecard dashboard: Tenure Months, Engagement Score, Performance Rating and Annual Salary tiles.
HR Analytics dashboard: Engagement Score, Performance Rating, Absence Days and Training Hours tiles.
Headcount & Attrition dashboard: Tenure Months, Annual Salary, Engagement Score and Performance Rating tiles.

Three of the four examples. All figures are sample data.

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The examples

Four HR dashboard examples and templates

Click a board to see all of it. Click Use template to start your own copy in Mammoth. All figures are sample data.

  1. Headcount & Attrition dashboard: Tenure Months, Annual Salary, Engagement Score and Performance Rating tiles.
    Sample data

    Headcount and turnover dashboard

    Is that turnover rate real, or one leaver on a small team?

    • Tenure months
    • Annual salary
    • Engagement score
    • Performance rating
    Use template
  2. HR Scorecard dashboard: Tenure Months, Engagement Score, Performance Rating and Annual Salary tiles.
    Sample data

    HR scorecard

    What are the people numbers leadership looks at first?

    • Tenure months
    • Engagement score
    • Performance rating
    • Annual salary
    Use template
  3. HR Analytics dashboard: Engagement Score, Performance Rating, Absence Days and Training Hours tiles.
    Sample data

    HR analytics dashboard

    Which teams stand out, and on what?

    • Engagement score
    • Performance rating
    • Absence days
    • Training hours
    Use template
  4. Compensation Review dashboard: Annual Salary, Tenure Months, Performance Rating and Engagement Score tiles.
    Sample data

    Compensation dashboard

    What does each level cost, and how does pay compare with tenure?

    • Annual salary
    • Tenure months
    • Performance rating
    • Engagement score
    Use template

  5. Your data

    Want this on your own numbers?

    Upload a spreadsheet and Mammoth turns it into a dashboard like these.

    Upload a spreadsheetExcel or Google Sheets

Definition

What an HR dashboard is

An HR dashboard is one screen that shows the state of your workforce: headcount, joiners and leavers, tenure, absence and cost. It is also called a human resources dashboard, an HR metrics dashboard or a people dashboard.

  • Counts beside rates

    One leaver can swing a small team's rate.

  • Spread, not averages

    Average tenure describes nobody.

  • Sensitive data kept back

    Salary fields stay out of what managers see.

The metrics

The metrics an HR dashboard is built from

Twelve numbers. Most go wrong because of a definition, not a calculation. Open each one to see what to agree before anything goes on screen.

  • Headcount

    How many people are there, and on what date?

    What the data needs

    A count date, and a stated rule for contractors, part-timers and people on notice. Head count and full-time equivalents are different numbers, and both get called headcount.

  • Joiners and leavers

    How many people joined and left?

    What the data needs

    Start and end dates, with internal moves left out. A promotion recorded as a new role counts as one leaver and one joiner, which inflates both.

  • Attrition rate

    Are we losing people faster than we were?

    What the data needs

    Leavers divided by average headcount over the same period, with regretted and unregretted leavers counted separately. On a small team one resignation swings a monthly rate, so use a rolling 12 months.

  • Tenure distribution

    How long do people stay?

    What the data needs

    A start date for each person, shown as a spread rather than an average. An average of two years can be a stable team, or a churning one with a few long-serving people.

  • Absence rate

    How much time is lost, and where?

    What the data needs

    Absence days against working days, adjusted for part-timers, with leave types kept apart. Counting parental leave as absence makes a team's figure meaningless.

  • Compensation spread by level

    Is pay consistent for the same work?

    What the data needs

    Salary on one stated date, in one currency, grouped by level rather than job title. Titles vary between teams. Levels are the only fair comparison most HR systems hold.

  • Engagement score

    How do people feel about working here, and is it changing?

    What the data needs

    Survey responses with a team and a date, and a minimum group size before any score is shown. A score for a team of three identifies the people in it.

  • Training hours per employee

    How much do we invest in developing people?

    What the data needs

    Training records with hours and a person, against average headcount for the same period. Counting mandatory compliance courses as development makes the number look generous.

  • Time to fill

    How long do open roles stay open?

    What the data needs

    The date the role opened and the date an offer was accepted, from the recruiting system. A role put on hold without a status change inflates it for months.

  • Cost per hire

    What does it cost to fill a role?

    What the data needs

    Recruiting spend for the period (agency fees, advertising and recruiter time) divided by hires in the same period. Leaving out in-house recruiter time makes internal hiring look free.

  • Revenue per employee

    Is the business more productive as it grows?

    What the data needs

    Revenue from finance and average headcount from HR over the same period, with contractors counted the same way on both sides. Two systems with different period dates is the usual reason this number jumps.

  • Pay gap by level

    Do people at the same level get paid the same?

    What the data needs

    Salary, level and comparison group for each person, compared within a level rather than across the company, with a minimum group size before a figure is shown. A company-wide average mixes seniority with pay and hides both.

Reports and decks

The same numbers as a written report

Who joined, who left and what it costs, as a document instead of a screen. Built from the same sample data as the four dashboards above.

  • Headcount Report: the opening summary, with Performance by Employment Type and Hiring over time in the contents rail.

    Headcount Report

    What changed in the team this period, written up?

    Use template →

How to build one

How to build your own HR dashboard

From one of the examples above to a live dashboard on your own data.

  1. 1

    Pick a template

    Start from any of the four boards above.

  2. 2

    Add your data

    Upload a spreadsheet, or connect one of 100+ tested connectors.

  3. 3

    Clean it once

    Fix and combine your data once. Mammoth repeats those steps for you.

  4. 4

    Set it to refresh

    The dashboard updates on a schedule and flags data that fails a check.

  5. 5

    Share the link

    Public, password-protected or sign-in only, on every plan.

Start with a template

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FAQ

HR dashboard questions

Last reviewed against the template catalogue.

What should be on an HR dashboard?
Headcount and turnover always, plus a scorecard for leadership. Everything else, such as pay against tenure, or engagement and absence together, is a separate dashboard for a separate conversation. That is how the four above are organised: headcount and turnover, the HR scorecard, HR analytics and compensation.
What are the key HR metrics?
Headcount, joiners and leavers, turnover, absence and tenure are the five most HR reviews start with, and pay by level is usually sixth. Agree each definition before it goes on screen. Turnover is leavers divided by average headcount over the same period. On a small team one resignation swings a monthly figure, so a rolling 12 months is safer.
What is the difference between an HR dashboard and a people analytics dashboard?
An HR dashboard reports the state of the workforce: how many people, who joined and who left. A people analytics dashboard looks for why, by comparing those numbers with engagement, performance, pay and tenure. The headcount and turnover dashboard above is the first kind. The HR analytics dashboard is the second.
What is the difference between an HR dashboard and an HR scorecard?
A scorecard is the short list: four or five people numbers, each against a target. An HR dashboard goes further, breaking those numbers down by department, level and site so you can see where a problem is. The HR scorecard above is the first kind. The other three are the second.
What is the difference between an HR dashboard and an HR report?
A dashboard is opened when someone has a question, and shows the latest numbers. A report is a fixed account of one period, read once and filed. The written report below uses the same data as the four dashboards, so they never disagree.
How do I build an HR dashboard?
Start with the question leadership keeps asking, usually headcount, turnover or cost. Then follow five steps.
  1. Connect the HR system, and any spreadsheet someone keeps alongside it.
  2. Agree the definitions first: who counts as an employee, what counts as a leaver and the period turnover is measured over.
  3. Decide which fields are sensitive, and leave them out of what managers see.
  4. Build headcount and turnover first, by department and level. Add engagement, absence and pay as separate boards.
  5. Set a refresh schedule and share it with managers, so nobody reads last quarter's export.
Can I build an HR dashboard in Excel?
Yes, for a small team and one source. It starts to fail when the data comes from more than one system, when it has to be rebuilt by hand every month, or when a file with salaries in it gets emailed around. A prepared, scheduled dashboard with controlled access solves all three.
Can it read from our HR system?
Mammoth has 100+ tested connectors, including an HR and People category, and can also connect to anything with a REST API. That is how Workday, BambooHR and Personio are reached. HR data often also needs combining with a spreadsheet someone keeps by hand, which Mammoth treats as a normal source.
How do we handle sensitive fields?
Decide when you prepare the data, not on the dashboard. Mammoth saves the preparation steps, so a version without salaries is a variation of the same steps rather than a second manual job.
Do managers need a licence to see their team's numbers?
No. Viewers are unlimited and free on every Mammoth plan, including the free one. Only the people who build dashboards count as users.

Build the HR dashboard you actually need.

Start from one of these templates or your own spreadsheet. Share it with as many people as you like, free.

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