Chapter 11. Human Resource Discovery

Just like the previous chapter, this chapter will show you how to apply Qlik Sense to the challenges of analyzing real data. This chapter's example and many others are available for you to explore on http://sense-demo.qlik.com. Again, make sure you bookmark this link, as more demonstrations and examples are constantly being added and updated.

This chapter is about the analysis of human resources data, and it covers the following topics:

• General information about common KPIs
• What a typical data model would look like
• An example of how to use the global selector
• Examples of dimensions and measures

The business problem

The term Human Resources analysis covers a wide area of KPIs that use data from a number of different data sources.

It could be that you want to analyze in-house data, for example, the efficiency of the recruitment process and the costs tied to it. It could just as well be analysis of external data, for example, different employee surveys or sentiment analysis on social media.

Just to give you an idea, we have compiled a list of some of the most common areas to investigate when preparing a Human Resources analysis:

• Recruitment: This measures the efficiency of the recruitment process, for example, what is the recruitment cost per employee? What is the average lead time to recruit?
• Employee satisfaction and retention: This measures employee loyalty, for example, what is the average satisfaction (as measured by a survey)? What is the employee turnover?
• Training: This covers the following questions as examples: What is the total expenditure on training? What percentage of the employees have gone through the training? What is the number of training hours per employee?
• Health and safety: This covers the following questions as examples: What is the number of accidents per year? How many employees are of adequate health and get safety training? How much does health and safety prevention cost?
• Career and compensation: These cover the following questions as examples: What is the average salary rate? How does it compare to the national average? How much is the salary cost compared to the sales turnover? What is the cost of social and medical insurances?

All of the preceding KPIs can be split by a dimension, month, department, position, tenure, age, and so on.

It might be that you don't have data for all the preceding KPIs, but we can assure you that if you do, you will find it worthwhile to analyze them.