High Level Design


Many companies make significant investments when hiring new employees- There are recruiting costs, training costs, salary, benefits – and the list goes on. In addition, it could take a while until companies start seeing a return on their investment. Hence, companies are constantly looking for ways to reduce employee turnover rate and to prevent valued employees from leaving the company.

Dashboard Example (sample data)

Click on the image to open and interact with the dashboard:

HR Dashboard Example



Reduce employee turnover rate.


Reduce the number of employees who leave the company.

KPI Architecture

Objective KPI’s Measures Data source
Reduce workforce that leaves the company



Turnover Rate [Total Flag_LastDate]/[# of unique EmployeeID] Fact_WorkForce
Employees that left sum([Flag  Last Date]) Fact_WorkForce
Turnover rate Year over Year [Total Flag_LastDate]/[# of unique EmployeeID] Fact_WorkForce,


Turnover rate by position [Total Flag_LastDate]/[# of unique EmployeeID] Fact_WorkForce,


Actual seniority avg([EmployeeID],max([ActualSeniorityMonths])) Fact_WorkForce


Benchmark seniority avg([Benchmark Seniority ( Months)]) DimPosition
Actual VS Benchmark work time in months per Position avg([Benchmark Seniority ( Months)]),

avg([EmployeeID],max([Actual Seniority Months]))




Breakdown Position Turnover rate Year over Year [Average ActualSeniorityMonths]/[Average Benchmark seniority (Months)] Fact_WorkForce



Data Modeling (Elasticube Design)

employee turnover rate data model