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Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
Workforce Analytics and Reporting
Turn staffing, attendance, recruiting, and turnover data into practical leadership decisions.
Discuss your needsWorkforce analytics
Turn workforce data into decisions.
We develop practical measures and executive reporting that reveal patterns in staffing, turnover, attendance, overtime, recruiting, and organizational performance.
Workforce Data Readiness Review
Starting at $500A review of available workforce data, a gap summary, and recommended measures. Data cleanup, dashboard development, and ongoing reporting are separate.
Request this service →Workforce Metrics Setup
$1,500 - $3,000Define measures, data sources, reporting ownership, and a practical reporting cadence.
Request this service →Executive Workforce Dashboard
$1,500Build a dashboard of agreed workforce measures using available data; data preparation and reporting cadence are scoped.
Request this service →Monthly Dashboard Reporting
$250 - $500 per monthRecurring updates and interpretation for an agreed dashboard and reporting period.
Request this service →Turnover Analysis
$1,250Analyze agreed turnover data by relevant workforce segments and recommend next steps.
Request this service →Absenteeism Analysis
$750Analyze agreed attendance information for patterns, operational impact, and action priorities.
Request this service →Overtime Analysis
$1,250Analyze agreed overtime data for recurring drivers and staffing implications.
Request this service →Workforce Analytics Package
$3,500 - $7,500Combine agreed measures, analysis, and reporting deliverables into a defined project.
Request this service →Begin with a decision and a data definition
A dashboard is useful when it answers a leadership question with reliable data. A readiness review can identify available sources and gaps before dashboard development. Monthly reporting is a separately scoped cadence of updates and interpretation.
Bring available exports, the reporting period, employee population, and the decisions the report should support. Confirm access, data cleanup ownership, and which measures can be produced accurately.
- Document each numerator, denominator, time period, and data source.
- Show counts alongside rates and protect small-group information.
- Separate a pattern from an established cause and assign the next investigation step.
Read the turnover calculation guide and workforce warning signals.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Workforce information connected to leadership decisions
Prior leadership work analyzed staffing, attendance, overtime, engagement, and compensation information to guide executive discussions and practical workforce priorities.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Workforce Analytics and Reporting FAQs
What workforce information can you analyze?
Projects can examine staffing, turnover, recruiting, attendance, overtime, and related workforce measures. We agree on the leadership question, employee population, reporting period, available sources, and calculation definitions before analysis.
What if our data is incomplete or spread across spreadsheets?
Start with a Workforce Data Readiness Review, priced from $500, to identify available information, gaps, and useful measures. Data cleanup, dashboard development, and recurring reporting are separate scopes.
Does the $1,500 executive dashboard include monthly reporting?
No. The dashboard project covers agreed measures using available data, with data preparation scoped in advance. Monthly Dashboard Reporting is a separate service at $250–$500 per month for agreed updates and interpretation.
Can you explain why our turnover or overtime is high?
Analysis can identify patterns by agreed workforce segments and periods and recommend follow-up. A pattern alone does not establish a cause; we distinguish supported observations from hypotheses needing interviews or further review.
How will we know what the dashboard numbers mean?
Metrics setup defines each measure, source, numerator, denominator, period, reporting owner, and cadence. Reports should show relevant counts alongside rates and connect the findings to a leadership decision or next action.
Build a report leadership can act on
Start with one decision and define its measure, data source, period, population, owner, and limitation. Review data readiness before designing the dashboard.
Responsibilities and scope
The employer authorizes access and confirms source records. The proposal defines systems, measures, refresh frequency, reconciliation, and reporting discussions. A dashboard setup and monthly analysis are separate services.
What useful progress looks like
Examples include turnover with a defined denominator, call-ins per scheduled shift, onboarding completion, and overtime by agreed category. See measurement examples.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Workforce Analytics and Reporting
Discuss your needsNot sure? Explore the assessment →