Overview
The Overview tab gives you a high-level snapshot of your workforce composition and how headcount has changed over time. Use this tab to quickly understand who makes up your organisation and track growth trends.
Permissions
You will need the Insights permission to access this module and this permission needs to be set to global.
From the overview, you may understand the employee distribution by gender, age, employment type or managerial position. The below charts can be found in the Overview tab:
Employees Composition:
View how your workforce breaks down across key demographics. You can toggle between different views to see the percentage split by:
- Gender
- Age Groups
- Employment Type (Job Schedule)
- Managerial vs. Non-Managerial Roles
Headcount Summary:
Four key metrics give you an instant picture of workforce changes:
Headcount at Start: Total number of employees at the start of the provided date range.
Headcount at End: Total number of employees at the end of the provided date range.
Average Employees: The average number of employees per month for the provided date range.
Growth Rate: The percentage change in total employees from the start to the end of the period.
Headcount Trend
This chart shows how your total headcount has evolved month by month, making it easy to spot hiring surges, seasonal patterns, or periods of contraction. You'll see two lines: one tracking active employees and another tracking engagements.
Department Size:
See how many employees work in each department as of the end date you've selected. This horizontal bar chart makes it easy to compare department sizes at a glance and identify your largest and smallest teams.
The Turnover tab helps you understand who's leaving your organisation and why patterns might be emerging. Use these insights to identify retention risks and take action before they become bigger problems.
Turnover by Demographics:
See which employee groups are leaving at higher rates. Toggle between different views to analyse turnover by:
- Gender
- Age Groups
- Employment Type (Job Schedules)
- Managerial Position vs non-managerial roles
This breakdown helps you spot if specific groups are experiencing higher attrition, which may signal underlying issues worth investigating.
Turnover Scorecard:
Track the fundamental numbers behind your workforce movement:
Engagements: Total number of new employees that joined the company within the provided date range.
Terminations: Total number of employees that left the company within the provided date range.
Turnover (Overall): The annualised turnover rate for the entire workforce for the selected period.
Turnover (New Joiners): The annualised turnover rate, specifically for employees in their first year of employment - a critical metric for assessing onboarding effectiveness.
Turnover Trends:
This chart tracks your rolling 12-month turnover rate for each month in your selected range, smoothing out seasonal fluctuations to reveal the true trend. The chart also displays monthly termination counts, helping you identify specific months with unusual departures.
Turnover by Department:
Compare turnover rates across all departments, sorted alphabetically for easy reference. Departments with significantly higher turnover than your organisation's average appear in red, flagging areas that may need attention. Use the drill-down arrows to navigate between organisational levels (company → division → department) for deeper analysis.
This report provides the percentage of new employees who remain with the company over successive years, categorized by factors such as gender, position, or department.
Employee Tenure by Category:
Employee tenure refers to the length of time, in years, that employees have been with an organisation. The figures presented here are medians, representing the middle value of the tenure of all active employees in the company at various points in time.
Filters:- Date From: Employee start date
- Date To : Employee end date
- Department/Position
- Category: Whether to group data by Age group, gender, department, position, reporting line, employment type, managerial position, nationality, generation
Employee Tenure by Month:
Retention Rate By Category:
Retention Rate by year and group:
Columns:
- Category: Whether to group data by Age group, gender, department, position, reporting line, employment type, managerial position, nationality, generation
- New Joiners: Total new joiners
- Year : Percentage of new employees retained up till year
- This section presents an overview of daily and weekly leave patterns across the organisation, with particular emphasis on sick leave. It includes employees with approved unpaid leave and represents a snapshot of data captured at a specific point in time. The accompanying charts are designed to provide a clear and concise view of the current composition and emerging trends within the organisation’s leave profile.
- Sick Leave Taken Scorecard: The amount of sick leave hours taken by employees.
- Utilised Leave Scorecard: The proportion of annual leave entitlement used to date across the selected employees/units and leave types. Calculated as 1 − (Remaining / Entitlement) and displayed as a percentage for the chosen year.
- Utilised Leave by Department Bar Chart: This chart provides a comparative view of total leave consumption by displaying the remaining leave by each department across the reporting period. This visualisation benchmarks departmental performance metrics related to absence and helps you understand which organisational units are using their entitlements at the highest or lowest rates. The chart is important for planning, particularly toward the end of the year. Managers can use this information to make sure everyone is using their leave fairly. You can check departments that haven’t used enough time off, so employees can take the leave they need so that the company will not have too much leave to pay out later. Conversely, if a deparment uses too much leave early in the year, managers can investigate why there is so much absence. This can help you make sure there is enough staff and resources available, preventing the department from being short handed. This feature also allows your HR team to spot trends and different patterns of behaviour across departments in the company.
Bradford Factor Bands Heatmap: This shows how many employees fall into the Bradford Factor bands for the selected period. The Bradford Factor weights frequent short absences more heavily; higher bands (Monitor/Concerning) indicate greater absence risk.
- Leave Usage by Type Pie Chart : This chart shows the total amount of leave taken during the selected time. It displays the percentage split and proportional contribution of each specific leave category (e.g., Vacation, Sick) to the organisation's total utilised leave. The data displayed is dynamically filtered to reflect the composition of leave usage across the currently selected departments or group of employees.
- Attendance Trends: The Attendance Trends chart tracks two key metrics over time: the percentage of the workforce working per week (the attendance rate) and the total time lost in hours per week due to unplanned absences (sick leave). The calculated attendance rate figure is adjusted to reflect the specific departments and employees selected via the dashboard filters, giving you insight into workforce presence and availability. You can use this chart to identify recurring attendance issues and their impact. By tracking the percentage workforce working, you can spot weeks where attendance consistently dips below a required threshold. This could prompt an investigation into common absence triggers. More importantly, the measure of total time lost in hours due to unplanned absences allows you to quantify the true operational cost of unexpected staff shortages. This chart also serves as a necessary follow-up analysis tool: once the Bradford Score Heatmap flags specific employees or departments with high-risk absence patterns, users can apply the corresponding filters here to examine their attendance rates over time, confirming the weekly trend and vulnerability caused by their frequent absences.
- Weekday Leave Seasonality (Sick & Vacation): This shows how approved sick and vacation leave hours are distributed across weekdays. It highlights the concentration on specific days, which may indicate behavioural or scheduling patterns.
- Monthly Leave Seasonality (Sick & Vacation): This shows each month’s share of total approved sick and vacation leave hours over the year. It aims to highlight the peak months and recurring seasonal patterns.
- Sick Leave Taken Scorecard: The amount of sick leave hours taken by employees.
The Industry Benchmarking Dashboard provides a comparison of the company's data against Maltese national statistics from Jobsplus and the National Statistics Office. The comparison covers the past three years of data and allows for filtering by specific NACE industries. This enables users to analyze their performance relative to other companies within their respective sectors in Malta. This can equally be reviewed based on gender or age distribution
Turnover Comparison by Year:
This chart compares the company’s turnover rate to the Maltese National turnover per year, for the last 3 years of available data.
Turnover Comparison by Gender:
This chart compares the company’s turnover rate to the Maltese National turnover by gender, annualised for the last 3 years of available data.
Turnover Comparison by Age:
This chart compares the company’s turnover rate to the Maltese National turnover by age bracket, annualised for the last 3 years of available data.
This dashboard presents an overview of an organization's workforce diversity and distribution across various categories. The visualization is based on data collected as of a specific point in time, allowing users to gain insights into the state of their company's demographic makeup at that point.
Gender:
Displays the proportion of male, female, and non-binary or other gender identities within the workforce. This information can help organisations understand their progress towards achieving gender balance and inclusivity.
Marital Status:
Illustrates the distribution of employees according to their marital status. Understanding marital status trends may aid HR professionals in planning benefits, leave policies, and workplace support systems.
Nationality:
Highlights the diverse backgrounds of employees by showcasing their countries of origin. Analysing nationality distribution enables companies to assess global representation and cultural competence among staff members.
Generation:
Categorises employees based on generational cohorts or Age Brackets. By examining these groupings, organisations can tailor communication strategies, training programs, and recruitment efforts to cater to each generation's unique needs and preferences.
Residence:
Reveals where employees reside, which could include different cities. Knowing the geographical dispersion of the workforce can assist with resource allocation, office location decisions, and remote working arrangements.
Job Titles:
Outlines the hierarchical structure of roles within the organisation, from entry-level positions to executive leadership. Visualising job titles helps identify potential gaps in career advancement opportunities and inform succession planning initiatives.
From this section, you are able to view the total approved basic hours, overtime hours, shift swap requested and attendance rate over a specified date range. This may be filtered on employment type (full time or part time) or by the departments. You are equally able to review specifically for contractors or non-contractors.
This section allows you to view Performance review scores over time. This section includes the following:
Performance chart:
Competency and Category charts:
This section displays salary related insights, specifically:
Median Salary by Year:
Median Salary by Group:
Salary Distribution:
This section presents the current status of system usage when compared to the actual functionalities. The available data expresses how users have harnessed the features in optimizing their processes. Potential issues impacting the organizational efficiency can thus be identified.