hr-people-report

To generate a people analytics report, provide a CSV file with employee fields like department, role, location, and hire date. The tool computes structured metrics, presenting headcount, attrition, and diversity insights in an executive summary with supporting tables and methodology.

Span of control and flight risk analysis measures management layers and emerging turnover concerns to identify single points of failure. It evaluates organizational health by combining representativeness metrics with structural indicators to highlight areas requiring leadership attention.

Yes, you can analyze voluntary and involuntary attrition by providing a CSV with exit dates and turnover reasons. The report breaks down turnover by team and highlights patterns across a selected period to support HR decision-making and risk mitigation.

For turnover trend analysis, your CSV needs employee name or ID, department or team, role or level, location, hire date, and exit date if applicable. These required data fields ensure accurate time-scope analysis and attrition measurement.

Yes, people analytics reporting works for measuring diversity by producing representativeness metrics across team and time scopes. It evaluates organizational health by calculating diversity distributions alongside headcount snapshots to support leadership decision-making.

The best way to evaluate organizational health is through span of control and flight risk analysis. By measuring management layers and turnover risk indicators, you can identify single points of failure and emerging concerns across specific teams.