HCM Business Questions

Overview
How many absences are availed by workers vs. at what frequency these absences have been availed?
How many workers have not taken absences in last X days?
Are there any specific time periods wherein there are excessive leave demands?
How workers are with unused absence balances?
What is the absence rejection/withdrawl rate of absences and performance impact of the same.
What are the reasons with which maximum leaves have been availed?
How many workers are retiring in next X months/Years and what is their absence liability on an organization?
What is male gender ratio vs. female gender ratio with approved leaves and rejected leaves?
What percentage of my workforce are contingent workers?
Is there an increase or decrease in employee attrition compared to the same period previous year?
Which managers have the span of control twice or above of the company average?
Do I get a trend of voluntary terminations of high performers in the organisation?
What is the promotion ratio trend over the last 3 years in the organisation?
Have I staffed women in adequate numbers to meet my diversity regulatory requirements?
What is the average compa ratio of high performers in my organisation?
What is the headcount change resulting from new hires and terminations?
What is the internal headcount movement between managers?
What percentage of workers have moved out of my organization due to re-organization?
Which are the top five jobs in the organization to which the workers prefer an internal transfer?
What are the the career pathing options in my organization?
What is the headcount inflow and outflow for the year?
What percentage of the workers have completed the journeys assigned to them?
What percentage of workers are overdue in completing the journeys?
Does worker's tenure/age bands have any bearing on the non-completion of journeys beyond due date?
List the top 10 teams by managers that leverage the journeys - top 10 count of total Journeys
Which jobs in the organization have relatively less experienced workforce, measured by seniority year <= 1
What is the average seniority across legal employers in the organization?
What percentage of my workforce have a seniority of 20 years and above in the enterprise?
Do I adopt fair practices in hiring and promoting diverse workforce?
Are there any specific groups that are targeted for involuntary terminations?
Is there a pattern of inconsistent salaries across workers from different regions and ethnicities?
What are Top 5 departments with maximum payroll expenses incurrend ?
How much amount is accumulated in suspense account from Payroll in last 3 quarters ?
How much is the net salary payable liability of last 5 quarters ?
what is the variance amount of of specific element classifications like standard earning between current quarter Vs last quarter / current Month Vs Last Month / Current Year Vs Last Year / Current Pay Period Vs last Pay Period ?
What are period to date values for various base categories like Standard Earning / Supplemental earnings etc in current financial year ?
What is the variance amount of bonus/overtime/basic pay etc paid in current year Vs last year / Current quarter Vs Last Quarter / Current Month Vs Last month / Current Pay Period Vs Last Pay Period for a set of workers / BU/ Location/ TRU/PSU/COUNTRY/Legal Employer etc?
What is the growth rate of bonus/overtime/basic pay etc paid in current year Vs last year / Current quarter Vs Last Quarter / Current Month Vs Last month / Current Pay Period Vs Last Pay Period for a set of workers / BU/ Location/ TRU/PSU/COUNTRY/Legal Employer etc?
How much cummulative value of bonus/overtime/basic pay etc. was paid in in last 5 years for a set of workers / BU/ Location/ TRU/PSU/COUNTRY/Legal Employer etc ?
What is the average time taken for a requisition to be filled?
Which phases of job requisition take a longer time than the average time taken by all phases?
What is the average requisitions processed by my recruiters?
Which jobs have a faster fill rate compared to the average time taken to fill?
Do internal candidates are faster to fill than the external ones?
What percentage of candidates do not on-board after accepting the offer?
How to plot salary compression in an organization ?
How organizations are paying high performers vs low performers ?
How many ad-hoc salary changes are done in a specific time period Vs salary changes done through compensation reivews ?
What percentage of my workforce completes their performance appraisal - trend for three years?
What is my Organization's Performance View - High/Low Performers, Performance Trends vis a vis Peers?
Can I get a comparison of the trend of high vs. low, high vs. medium performers for last 4 quarters?
What percentage of high potential workers are also high performers?
Can i get a list of top 5 teams/managers based on the percentage of workers with high performance?
What percentage of workers create check-ins, trend by quarter?
List top 10 count of check-ins by Jobs, managers, business units and departments
Can I get the trend of check-ins created by terminated workers in the last 4 quarters?
What percentage of workforce have defined goals? Break down by Supervisor?
What percentage of workers have their performance goals aligned to the organization goals? To manager goals?
Is there a correlation between completion of performance/development goals to the performance ratings in the performnce appraisals?
What are my workers' competency and skills strengths and opportunities?
What are the top N Competencies? Employees with certain competencies?
Do workers' skill sets match their job or position?
What is the percentage of workers in my organization that have competencies matching or exceeding the required levels for the respective jobs?
How is my talent Breakdown by 9 box?
What percentage of my top talent are at high risk of loss?
Which workers have their performance ratings changed for better during the talent review meetings?
How many employees have been marked as top talent?
What is the readiness of the successors identified to replace the incumbent?
Provide me the top 100 workers in my organization that qualify for a specific job based on profile match rankings
List the jobs that are suited for a worker based on their current skills and qualifications?
What percentage of workers in my team need to up skill to take on a new job role?
What is the average completion rate of courses assigned to the workers?
What percentage of the learners are satisfied with the courses offered to them?
What percentage of workers in a team have acquired the skills to achieve their targets through training courses.
Can i report on all the learner withdrawals from the courses and the the details?
How successful was my succession planning? How many candidates moved into the plan's job/position/incumbent's job across all plans?
Do I have a succession plan for critical jobs/positions? Which jobs/positions do not have succession plans?
Who are the incumbents with a risk of loss, and have they been identified with the successors as part of the succession plan?
How many hours reported vs processed ?
What is the trend on overtime hours logged across various time periods ?
Which managers/BU/Dept etc. incomplete timecards ?
Which projects have maximum overtime hours logged Vs Absence hours logged ?
Who are top 5/10 workers/managers with maximum overtime logged ?
Who are workers/managers with maximum incomplete time cards ?
What is the compensation variance amount in a compensation cycle , trends across various compensation cycles?
How do I identify workers getting compensated above/below the target compensation amount?
What is the percentage of budgets utilized by managers?
How organizations are planning to reward high performers?
How many managers have incomplete worksheets?
Which are the top 5 nature of injuries?
What is the average time taken to resolve an incident?
Which locations have high incidents?
Which are the various positions created for a job?
For a given position, provide the budgeted headcount, fte vs actual headcount and fte
Which positions do not have incumbents on them?