Ready-Made Report | Headcount & Retention
Headcount & Retention Dashboard in Power BI
One glance tells you how many people are in the company, who joined and left this month, where terminations are concentrated, and what organizational structure sits behind it. Three pages instead of three separate Excel summaries from HR.
Capabilities
What the Headcount & Retention Dashboard Shows
An HR director shouldn't have to manually roll up headcount in one Excel file, attrition in another, and keep the org structure in their head. The dashboard has three pages — "Headcount," "Attrition & Retention" and "Organizational Structure" — and brings it all together.
01
Headcount — The Big Picture
The first page: employee count, hires and terminations over the last month, average tenure, number of new hires under 3 months, and the team's average age — six KPI tiles at a glance.
02
Headcount by Department
Headcount breakdown by department on a horizontal chart. You see where the team is concentrated and whether department size matches its workload.
03
Monthly Headcount Movement
Hires and terminations by month on one chart. You see hiring seasonality, spikes in terminations, and the overall trend of headcount growth or reduction over the last 9–12 months.
04
Gender Split and Team Tenure
A donut chart of gender balance and a breakdown of employees by tenure at the company — from new hires to team veterans.
05
Attrition & Retention — KPIs
The second page: retention rate, attrition rate, early attrition (terminations in the first months), and average tenure at termination — as individual tiles, so you see the scale of the problem without manual calculations.
06
Attrition and Turnover Trend
Number of terminations and turnover percentage by period on one chart. A sharp spike in turnover is visible immediately — not a quarter later, when it's already too late to act.
07
Attrition by Tenure, Role and Department
Three cuts of the same phenomenon: are mostly new hires or experienced employees leaving, which roles lose people most often, and which department has turnover above the company average — plus a detailed termination register with hire and termination dates.
08
Organizational Structure
The third page — an interactive org chart: who reports to whom, structured by department from the company owner down to frontline employees. Zoom in and expand nodes right inside the report.
09
⚠ Early Attrition
A separate KPI tile shows the share of terminations in the first months on the job. High early attrition is almost always a signal of a problem in onboarding or hiring — not in the product or the market.
Who It's For
Who Gets the Most Value from Headcount & Retention
Built for managers who need both workforce structure and attrition signals — in one place, without manual requests to HR.
HR Director
Your primary operational tool: who's on board, who joined, who left, and where terminations are concentrated. You prepare CEO reports in minutes instead of hours of pulling data from the HR system and Excel.
CEO / Business Owner
You see how the team structure is changing, whether attrition is rising in a critical department, and the organizational hierarchy behind the numbers — without asking HR every time you need a figure.
Department Heads
You always know how many people are on your team, who's new, and whether turnover in your department exceeds the company average. An argument for a conversation with HR built on real numbers, not a feeling.
Integrations
What the Headcount & Retention Dashboard Connects To
The dashboard connects to the CRM and documents your HR team already works with.
CRM on Dynamics 365 / Power Platform
If workforce records already live in Dataverse (employees, departments, managers, hire/termination dates as CRM records) — the dashboard connects directly. This is our core stack, so integration and field customization move faster.
Excel and SharePoint
If workforce records are kept in Excel spreadsheets or SharePoint trackers, we connect directly via Power Query. All you need is a list of employees with department, manager, and hire/termination dates.
HR System (if available)
If the company already has a dedicated HR system, we connect through an available API or a regular data export. We agree on the specific integration approach during the consultation.
Employee personal data is protected by Row-Level Security: HR sees everything, a department manager sees only their own department.
Implementation Four Steps to a Working Dashboard — in 5–7 Days Your involvement is limited to two or three short meetings with our analyst. We handle the rest.
Day 1 Connecting to CRM and Data Sources We get access to Dataverse/CRM or Excel trackers, and check the data structure: employees, departments, managers, hire and termination dates. One 60-minute meeting with an HR administrator.
Days 2–4 Metrics and Org Structure We configure the department hierarchy, calculate retention, attrition, and early attrition rates, and build the interactive org chart. Adapted to your reporting structure.
Days 5–6 Launch in Power BI Service We deploy the dashboard to the cloud, configure role-based access (HR director vs. department heads), and set the automatic data refresh schedule.
Day 7 Team Training We run a 60-minute workshop for the HR director and department heads, covering metrics, filters, and the org chart. 30 days of support included.
FAQ
Frequently Asked Questions
What if we don't use a CRM for workforce records?
How are retention and attrition rates calculated?
Will employees' personal data be visible?
Can we see the org structure for a single department?
What Power BI license do we need?
Ready to Launch the Headcount & Retention Dashboard?
Manage Headcount and Retention from One Dashboard
The HR director answers the CEO's question about headcount, attrition, and org structure in minutes, not hours of pulling data together. The dashboard shows workforce composition by department, termination trends, and departments with elevated turnover — without manual consolidation.