Headcount overview metrics are metrics you should see at a glance. Metrics are now in textual form. By clicking bolded text or the avatars, a list with names, teams/locations, and the date of starting/leaving will appear.

Overview metrics are not affected by the time filter.

Metrics included:

A metric within the Headcount story chapter.

Headcount represents the number of active employees expressed over a time period since the organization's onset.

The size of your organization is reflected in this metric. When observed through time it can be one of the indicators of organizational growth. Serves as a good benchmarking indicator for organizational stage and maturity. It can help you plan future organizational growth, finances, and costs.

We differentiate and count all, active and average number of employees.

Active employees (T) = Number of employees who are currently working in the organization

All employees (T) = Inclusive number of employees who worked in the organization even if it was just one day

Extracted from HRIS:

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Number of Starters is a metric that shows the number of new employees that joined the organization.

It is an indicator of growth and can provide an insight to the workload of HR on onboarding new employees. When observed against the hiring plan it can show the success of the Talent Acquisition team and ability of the organization to scale.

Count employees with a start date within the selected period of time T.

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Employee Net Growth shows the true number of new employees added to the organization by also calculating the number of employees who left the company within the selected period. It represent the net headcount growth month over month.

A better understanding of the true increase in the number of employees over time by contrasting the number of hires with the number of leavers. This metric combines data from talent acquisition and turnover to showcase organizational actual growth.

Employee Net Growth (T) = Number of Employees that started at time T – Number of Employees that left at time T

Extracted from HRIS:

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Employment Type Distribution shows the distribution of contract types (permanent, fixed term, internship, student, consultancy) per currently active employees.

It helps understand the models of engagement the organization has with its employees that can heavily influence cost structure, taxation and legal exposure.

Employment Type Distribution (T) = Distribution(Employment Type for each Employee working at time T)

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Tenure represents the length of time (years) an employee has worked for the organization.

It provides an insight into the employee structure from the perspective of service length and years of internal experience. When compared with performance and turnover data it can showcase whether the company retains employees at the peak of their productivity.

Tenure (T) = Sum(Tenure per Employee working at time T) / Number of Employees working at time T

Extracted from HRIS:

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Employee movement is a headcount management metric that captures your employees' internal and external movements and transfers in a selected time period. This metric allows you to visually explore the balance of hires, transfers in and out of the organizational units and exits within a single view to understand the employee net changes in more depth.

The metric helps you understand the flow of talent within your organization. It allows you to see how many employees are joining, transferring between departments, or leaving. This information can help you identify trends and patterns in talent movement, which is valuable for effective resource allocation and succession planning. Furthermore, by diving deeper into hires and exit stages, you can uncover in a single view where the talent is coming from.

The Employee Movement metric is calculated by counting the number of employees at the beginning and the end of the selected period. The difference between the numbers of employees at the start and the end date represents all new employees, leavers, and transfers between departments for a chosen period.

Extracted from HRIS:

Available groupings - Grouping data shows movement between different organizational units

To get available groupings, select Breakdown view.

You can explore changes for a specific group value (e.g. department) by clicking on the chart. For example, clicking on the chart will lead to waterfall chart.

This will open a waterfall chart that specifies number of employees on start date, number of hires, number of internal transfers, number of exits, and number of employees on end date. Clicking on a bar of your interest surfaces more detailed information.

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Employee Movement metric is available for the following HRIS (so far)

A metric within the Headcount story chapter.

Working vs Absent is a metric that provides an overview of active employees (employees working from the office, remotely or from a business trip) compared to the rest of the workforce. An employee is considered to be absent whenever they are on any type of leave.

When observed over time its distribution can be an important input for effective workforce planning and bridging the gaps in productivity inefficiencies.

Working vs Absent (T) = Percentage of the workforce that worked (including remote work and business trips) at time T compared to the percentage of the workforce that was absent at time T. Percentages are calculated using person-days.

Working = remote work, working from the office, business trip

Absent = any type of leave

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Leave Type Distribution is a metric that provides an overview of the most frequent type of absences in your organization.

Analyse the data to learn which types of leaves make the highest portion of total leaves and decide if they are planned or unplanned. Look for increasing trends in unwanted types of leaves and investigate how does that reflect on your cost increase as well as the reasons behind it. Observe this metric alongside Unplanned Leaves and Cost of Unplanned Leaves metrics.

Leave Type Distribution (T) = Distribution(Leave Types in period T)

It represents the share of different type of leave of absence days per employee out of all leaves for the selected time period.

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

As an alternative way of measuring absenteeism, Unplanned Leaves represents a metric that indicates the share of unplanned leaves in total absence days of the employee.

Provides a better understanding of unexpected loss in productivity. When observed over time frequent short-term, unscheduled absence can also be an indicator of lack of engagement.

Unplanned leave is usually considered to be sick leave, sick child, caregiving, personal emergencies, bereavement leave, personal time off, and similar.

Unplanned Leaves (T) = Leaves classified as unplanned (in days) / All Leaves (in days) in a period T

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Cost of Unplanned Leaves is a metric that indicates how much is unplanned leave costing the organization.

This metric gives an insight into the direct cost of remuneration for unplanned leaves while indirect cost (administrative handling, training of the replacement, the stress of workload transfer on other team members) incurred by the employer could be onerous.

Cost of Unplanned Leaves (T) = Number of work days on unplanned leaves at time T * Daily salary rate at time T

Available filters - slice and dice your data by one or multiple filters

A metric within the Headcount story chapter.

Remote Work Ratio refers to the workforce capacity working from home or other remote locations compared to workforce capacity working from the office.

This metric can be observed alongside organizational policies as a good indicator of flexibility in the workplace and how keen are employees to choose to work remotely. Depending on the legal regulations remote work ratio is also an input for health and safety risks as well as an effective benefits model that will attract desired talent.

Remote Work Ratio (T) = Percentage of workforce that worked on-site at time T compared to Percentage of workforce that worked off-site at time T.

Percentages are calculated using person-days.

Available filters - slice and dice your data by one or multiple filters

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