HCM Business Questions

Overview
Are there any specific groups that are targeted for involuntary terminations?
Are there any specific time periods wherein there are excessive leave demands?
Are there correlation between person habits and increased benefits?
Can I get a comparison of the trend of high vs. low, high vs. medium performers for last 4 quarters?
Can I get the trend of check-ins created by terminated workers in the last 4 quarters?
Can i get a list of top 5 teams, managers based on the percentage of workers with high performance?
Can i report on all the learner withdrawals from the courses and the the details?
Do I adopt fair practices in hiring and promoting diverse workforce?
Do I get a trend of voluntary terminations of high performers in the organization?
Do I have a succession plan for critical jobs, positions? Which jobs/positions do not have succession plans?
Do internal candidates are faster to fill than the external ones?
Do workers' skill sets match their job or position?
Does worker's tenure, age bands have any bearing on the non-completion of journeys beyond due date?
For a given position, what are the budgeted headcount and FTE compared to the actual headcount and FTE?
Have I staffed women in adequate numbers to meet my diversity regulatory requirements?
How are skills distributed in adopting Gigs?
How are team mates distributed w.r.t Geography, Jobs, Skills?
How do I identify workers getting compensated above/below the target compensation amount?
How effective is outcome through Specialization learning ?
How effective is outcome through Course learning?
How is Compliance progressing in my organization?
How is Gig completion rate?
How is Gigs Adoption rate? (Number of Openings Vs Filled Count)
How is learning completion rate for my organization?
How is my organization's skills and qualifications acquiring through Course learning?
How is my organization's skills and qualifications acquiring through Specialization learning?
How is my talent Breakdown by 9 box?
How is the Learning Trend analysis for my managerial hierarchy?
How many absences are availed by workers vs. at what frequency these absences have been availed?
How many ad hoc salary changes are done in a specific time period vs salary changes done through compensation reviews?
How many applications the seeker had applied, within or out of HR scope?
How many employees have been marked as top talent?
How many hours reported vs processed?
How many managers have incomplete worksheets?
How many salary basis are configured with mappings to the criteria compensation zone differential profile and their details such as the annualization factor and frequency for the minimum amount?
How many salary basis have been configured in the system for different frequencies?
How many workers are retiring in next X months, Years and what is their absence liability on an organization?
How many workers gained new competencies by completing the Course?
How many workers have not taken absences in last X days?
How much amount is accumulated in suspense account from Payroll in last 3 quarters?
How much cumulative value of bonus/overtime/basic pay etc. was paid in in last 3 years for a set of workers, BU, Location, TRU, PSU, COUNTRY, Legal Employer etc.?
How much is the net salary payable liability of last 5 quarters?
How much time are learners actively dedicating for learning?
How organizations are paying high performers vs low performers ?
How organizations are planning to reward high performers?
How satisfied are learners with the Course learning?
How satisfied are learners with the Specialization learning?
How successful was my succession planning? How many candidates moved into the plan's job, position, incumbent's job across all plans?
How to plot salary compression in an organization ?
How workers are with unused absence balances?
Is there a correlation between completion of performance, development goals to the performance ratings in the performance appraisals?
Is there a correlation between the trends of top talent and high risk of loss workers?
Is there a pattern in workers opting or declining a benefit offering?
Is there a pattern of inconsistent salaries across workers from different regions and ethnicities?
Is there an increase or decrease in employee attrition compared to the same period previous year?
List the jobs that are suited for a worker based on their current skills and qualifications?
What are Top 5 departments with maximum payroll expenses incurred?
What are my workers' competency and skills strengths and opportunities?
What are period to date values for various base categories like Standard Earning, Supplemental earnings etc. in current financial year?
What are the Top 10 popular plan among employees and non-workers?
What are the Top 5 jobs that have consistently have had top performers across the years?
What are the Top Skills willing to stretch work through Gigs?
What are the Top skills with largest skill gap?
What are the details of employees having skill supply developing?
What are the details of overdue enrollments for my organization?
What are the minimum and maximum ranges for each grade rate associated with the salary basis?
What are the most common life events associated with the enrollments?
What are the reasons with which maximum leaves have been availed?
What are the the career pathing options in my organization?
What are the top 10 Skills with smallest skill gap?
What are the top 10 counts of check-ins categorized by jobs, managers, business units, and departments?
What are the top N Competencies? Employees with certain competencies?
What is male gender ratio vs. female gender ratio with approved leaves and rejected leaves?
What is my Organization's Performance View - High or Low Performers, Performance Trends vis a vis Peers?
What is my Organization's Skill Supply Developed and Verified / Confirmed?
What is my Organization's Skill Supply Developed?
What is my Organization's Skill Supply Developing?
What is my Organization's Total Skill Demand?
What is the Jobwise Supply gap for my Organization?
What is the absence rejection, withdrawal rate of absences and performance impact of the same?
What is the average compa ratio of high performers in my organization?
What is the average completion rate of courses assigned to the workers?
What is the average requisitions processed by my recruiters?
What is the average resolve time across various categories of requests?
What is the average seniority across legal employers in the organization?
What is the average time taken for a requisition to be filled?
What is the average time taken to resolve an incident?
What is the average unresolved requests per agent?
What is the avg effort for the Gigs involvement?
What is the compensation variance amount in a compensation cycle , trends across various compensation cycles?
What is the count of salary basis configured across various types (Incremental, simple, user-based, and rate-based) and the frequencies of salary basis?
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.?
What is the headcount change resulting from new hires and terminations?
What is the headcount inflow and outflow for the year?
What is the internal headcount movement between managers?
What is the percentage of budgets utilized by managers?
What is the percentage of workers in my organization that have competencies matching or exceeding the required levels for the respective jobs?
What is the promotion ratio trend over the last 3 years in the organization?
What is the readiness of the successors identified to replace the incumbent?
What is the trend of high performers in the organizations?
What is the trend on overtime hours logged across various time periods?
What is the variance amount 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 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 percentage of candidates do not on-board after accepting the offer?
What percentage of high potential workers are also high performers?
What percentage of my top talent are at high risk of loss?
What percentage of my workforce are contingent workers?
What percentage of my workforce completes their performance appraisal - trend for three years?
What percentage of my workforce have a seniority of 20 years and above in the enterprise?
What percentage of requests are deemed as non-compliant?
What percentage of the learners are satisfied with the courses offered to them?
What percentage of the workers have completed the journeys assigned to them?
What percentage of workers are overdue in completing the journeys?
What percentage of workers create check-ins, trend by quarter?
What percentage of workers have moved out of my organization due to re-organization?
What percentage of workers have their performance goals aligned to the organization goals? To manager goals?
What percentage of workers in a team have acquired the skills to achieve their targets through training courses.
What percentage of workers in my team need to up skill to take on a new job role?
What percentage of workers with active benefit relationships have an active enrollment?
What percentage of workforce have defined goals? Break down by Supervisor?
Which are the top 10 teams, by managers, that have leveraged the highest total Journeys?
Which are the top 100 workers in my organization that qualify for a specific job based on profile match rankings?
Which are the top 5 nature of injuries?
Which are the top five jobs in the organization to which the workers prefer an internal transfer?
Which are the various positions created for a job?
Which category of requests are trending?
Which jobs have a faster fill rate compared to the average time taken to fill?
Which jobs in the organization have relatively less experienced workforce, measured by seniority year less than or equal to 1?
Which locations have high incidents?
Which managers have been effective in helping their team to improve their talent ratings or acquire new competencies?
Which managers have the span of control twice or above of the company average?
Which managers, BU, Dept etc. incomplete timecards?
Which phases of job requisition take a longer time than the average time taken by all phases?
Which plans are generally continued by workers after they are no more active in the organization i.e. as a non-worker?
Which positions do not have incumbents on them?
Which projects have maximum overtime hours logged vs Absence hours logged?
Which workers have their performance ratings changed for better during the talent review meetings?
Who are the incumbents with a risk of loss, and have they been identified with the successors as part of the succession plan?
Who are top 5-10 workers, managers with maximum overtime logged?
Who are workers, managers with maximum incomplete time cards?