People Analytics Framework
HR dashboard design with 20 to 50 KPIs calibrated to organisational maturity and reporting needs, plus metric selection and definition architecture.
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Domain 08 — HR Analytics & Digital HR
Turning people data into people intelligence.
The HR function that cannot answer “what is our attrition rate by function, and why?” with data is not a strategic HR function. It is an administrative one. The difference lies in the presence of a usable measurement framework.
Mintskill's HR Analytics practice builds the measurement infrastructure that makes people performance visible to the HR team, the MD, and the board. Not a complex data science platform, but the right metrics, defined properly, reported in the right format, to the right audience, at the right frequency.
Where needed, we also help design the digital HR architecture that supports data capture, self-service, automation, and governance, so analytics is not disconnected from the systems that produce it.
Analytics Philosophy
People data becomes useful only when metrics are clearly defined, decision-linked, and visible to the people who can act on them.
20-50KPI dashboard range
MISLeadership reporting cadence
CoEPeople analytics roadmap
Measured with clarity
Reported with intent
What we deliver
Reporting Cadence Design
Data collection logic, reporting frequency, and role-based information structure so analytics becomes part of management rhythm rather than an occasional report.
Attrition Intelligence
Attrition analytics across voluntary vs. involuntary exits, tenure, function, grade, and manager, including predictive indicators and replacement cost modelling.
Performance Analytics
Performance distribution analysis, performance-compensation linkage analysis, and high-performer identification with retention risk flagging.
Workforce Analytics
Headcount-to-revenue ratio by division, workforce cost analysis, and productivity metrics by function and grade to support leadership-level workforce decisions.
Board-Ready Reporting
HR reporting templates for board and leadership review, monthly MIS framework for the MD, and quarterly HR governance reporting architecture.
Digital HR Advisory
HRIS selection and implementation advisory, attendance and leave system design, employee self-service portal design, and HR automation roadmap.
People Analytics CoE Design
Roadmap for building an internal people analytics capability, including data governance framework and analytics talent development plan.
Best for
Where this domain fits best
Built for organisations that want HR to become measurable, board-visible, and digitally stronger without overbuilding systems that the organisation cannot yet sustain.
Analytics Outcome HR becomes strategic when people metrics move from scattered data points to decision-ready intelligence.
What gets measured in HR should help leadership decide, not merely observe.
Mintskill analytics principleReady to make people data genuinely useful?
Schedule a conversation to review your reporting maturity, analytics priorities, and digital HR architecture, and define what should be built first.
Schedule a Consultation