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Workforce management Analytics

Number of Positions and Key Positions
Number of Key Positions with no successors
Breakdown of successors readiness for Key Positions
Average successor bench strength
Number of successors who are part of a Talent Group
Number of successors who are high performers or high potentials
Number of employees who are in Talent Groups
Performance breakdown for last 5 years
Potential breakdown for last 5 years
Gender breakdown of successors and incumbents
Nationality breakdown of successors and incumbents
Competency and proficiency breakdown

Number of Entries, Promotions, Lateral Moves, Organizational Changes, and
Leavers
FTE for Headcount, Entries, Lateral Moves, Promotions, Organizational
Changes, and Leavers
Newly staffed positions and key positions
Newly staffed positions and key positions staffed with successors, non-
successors, and new hires
Staffed positions and key positions
Breakdown of bench strength for positions and key positions
Talent Ratio (employees : employees in Talent Groups)
FTE for Talents and Talent Ratio
Average Headcount per Talent Group
Number of leavers per Talent Group
Leaving Rate per Talent Group
Employees recently assigned to Talent Groups (nominated and approved)
Delimited and expired assignments (nominated and approved)
Number and ratio of Talent Assessments
Number and ratio of employees with or without selected qualifications
Number of employees without qualifications
Number and ratio of positions with or without selected qualifications
Number of positions without qualifications
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Number of employees who have not taken a learning course
Number of employees who have taken at least one learning course
Number of bookings and unique courses types booked
Total and average training hours and days
Total and average cost of training
Total participation fees, cancellation fees and combined fees
Total and average total compensation
Average compensation per Talent Group
Total compensation per employee
Average new salary
First planned amount and first planned amount per year
First planned compensation percentage
Guideline amount and percentage
Maximum guideline amount, number and percentage
Minimum guideline amount, number and percentage
Guideline amount versus compensation amount
Guideline number versus compensation number
First planned amount versus compensation amount
First planned number versus compensation number

Ratio, Number and Status of Appraisals
Ratio, Number and Status of Talent Assessments
Ratio, Number and Status of Employee Assessments
Number of Learners
Number of Completed Course Appraisal Documents
Number of Learners Who Did Not Complete an Appraisal Document
Number of Partially Compliant Employees
Employees Whose Qualifications Expire in x Days
Number of Non-Compliant Employees with Booking or No Booking
Number of Fully Compliant Employees
Number of Unique Course Types Booked
Number of Bookings
Total Participation Fee
Total Cancellation Fee
Total Fee
Average Total Fee
Average of All Learning Group Criteria Values
Average of All Learning Criteria Values
Average of the Best Value rating and the worst value rating for the Criteria /
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Criteria Group
Best and Worst Values for the Criteria / Criteria Group
Total Number of Learners Who Have Booked for the Course
Total Number of Learners Who Have Appraised the Course
Percentage and Number of Employees With a Completed Compensation
Process (with or without Budget)
Percentage and Number of Organizational Units With a Completed
Compensation Process (with or without Budget)
Budgeted, Distributed and Remaining Amounts
Budgeted, Distributed and Remaining Awards

The ODP analytics can also be broken down by various variables. An example
list for the Status Monitor for Talent Assessments is:

Company Code
Assessment Template
Assessment Process
Employee Group
Employee Subgroup
Personnel Subarea
Current Calendar Day
Pay Scale Group
Pay Scale Level
Status
Personnel Area
Organizational Unit


Vacant positions
Time to fill
Quality of hire (No. of leavers v performance of new hires in 1st year)
Internal fill rate
Offer acceptance rate
Open requisitions
Performance and Potential
Promotions and demotions
Lateral moves for talents and non-talents
Job rotation and movement
Average training hours
Key positions
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Bench Strength
Readiness of succession
Talents in key positions
Quality of succession (what % of successors are selected to fill key positions)
Personnel cost per cost type
Average talent compensation
Talent training cost analysis
Education costs
Number of training days
Training methods

External Hire Rate
Internal Hire Rate
Internal Placement Rate (Internal Hires as a percentage of total internal &
external hires)
Net Hire Ratio (number of external hires for every one terminated employee)
Net Hire Ratio - Silents & Boomers/Generation XY (ratio of mature net hires to
generation XY net hires)
Recruitment Source Ratio (number of internal hires for every one external hire)
Rehire Rate
Career Path Ratio In (number of employees internally promoted for every one
employee internally transferred)
Career Path Ratio Out (number of promotions out for every one transfer out)
Promotion Rate In (percentage of promotions in per employee)
Promotion Rate Out (percentage of promotions out per employee)
Promotion Speed Ratio (the average position tenure in years prior to
promotion)
Performance Appraisal Participation Rate (percentage of eligible employees
who participated in performance appraisal during the period)
Total Performance Appraisal Occurrences (total number of performance
appraisals received by eligible employees during the period)
Number of Employees Reviewed (number of employees who received a
performance review during the period)
Employees Eligible for Review (number of employees due for a review during
the period)
Average Performance Appraisal Rating
Current High Performers (employees with a current Rating of High)
Previous High Performers: (employees with a previous Rating of High)
High Performer Growth Rate
Employee Turnaround Rate (percentage of previously rated poor performers
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whose rating increased to average or above this period)
Employee Downgrade Rate (percentage of participants whose rating
decreased relative to the previous rating)
Employee Upgrade Rate (percentage of participants whose rating increased
relative to the previous rating)
Performance Appraisal Rating Static (participants whose most recent rating
was the same as their previous rating)
Performance Based Pay Differentials (average base compensation paid to top
performers for every dollar paid to mid or low performers)
Average Salary per employee
Total Average Annual Salary
Total Average Annual Salary per FTE
Total Compensation Expense
Average Salary - High Performers
Average Salary - Non High Performers

In fact, all of the analytics in Workforce Analytics can be broken down against
various variables, including biographical information like gender, etc:

Time (calendar, Fiscal)
Structure (org unit, location)
Biographical / Diversity (age, disability, indigenous)
Employment (type, status, classification, job family, occupational group)
Tenure (org tenure, position tenure)
Payment (salary range)
Recruitment (recruitment source)
Separation (separation reason)
Workforce Availability (absence type, paid/unpaid)