HR Dashboard
Live · connects to your OneDrive employee report
adamsbridge.com tenant
Click any row to open that page. Every page has its own filters.
| Question | Where to look | |
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| Give me the whole picture in a few lines. | Org Health Check → last section, Insights in plain words → Get insights | |
| Why is something red, amber or green? | Assumptions & Indicators → Colours view | |
| What span of control is assumed for each department? | Assumptions & Indicators → Span of control view | |
| What does each number on the dashboard show? | Assumptions & Indicators → Key indicators view | |
| How healthy is the organisation overall? What is flagged this week? | Org Health Check → Top card and score tiles | |
| Who reports to whom? What does a department or BU Head's team look like? | Org Chart → View by Department or BU Head; click a name to open their team | |
| Which BU Head's area is losing the most people — and is it getting better or worse? | Org Health Check → Leadership heatmap, Group by BU Head | |
| Which BU Head has people serving notice, early exits or a gender imbalance? | Attrition → View: By BU Head; and Diversity → Gender and attrition by BU Head | |
| Who might leave soon (already serving notice)? | Manager Health → Retention risk card | |
| How are exits this year compared with last year, month by month? | Attrition → Overview → This year vs last year | |
| Which manager, department or project is losing the most people? | Attrition → View: By Manager / By Department; Project-wise table | |
| Which location is losing the most people? | Attrition → View: By Location | |
| Who left, when and why? | Attrition → View: Who Left | |
| Are we losing good performers? | Org Health Check → Performance × Attrition | |
| How many people do we have and how has that changed? | Org Snapshot → Headcount tiles and month-on-month growth | |
| Which managers are overloaded or missing a Team Lead layer? | Manager Health → Senior / junior manager tables | |
| Where does the gender pipeline narrow? Do men and women leave differently? | Diversity → Seniority chart and Male vs Female attrition | |
| Do we have the right mix of delivery staff and managers? | Capacity Mix → Needed vs actual by level | |
| Where is hiring stuck? Which roles are ageing? | Talent Acquisition → Demand & Pipeline view | |
| What do employees say in the survey, and does it match why people leave? | Org Snapshot → Topic: Employee Satisfaction Survey; also Org Health Check (last section), Dept Health report and Insights | |
| I need a printable org chart for a department, BU Head, project, location or manager. | Org Chart PDF → Choose what to draw, then Download PDF | |
| I need a document to share for one department. | Dept Health → Preview and Download PDF |
| Department | Org Health Check, Manager Health and Diversity share one Department dropdown — pick it once and all three follow. Org Snapshot, Attrition, Capacity Mix, Dept Health and Talent Acquisition each have their own. |
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| BU Head | The BU Head dropdown next to Department (on Org Health Check, Org Snapshot, Attrition, Manager Health, Diversity, Capacity Mix and Dept Health) filters the whole dashboard to that BU Head's people. The dropdowns stay in sync. Talent Acquisition has its own BU Head filter. The By BU Head view on Attrition and the heatmap grouping always show everyone side by side. |
| Org Chart | Has its own filters: View by (Department or BU Head), Department, BU Head and Layout (chart or list). It does not follow the BU Head filter on other tabs, and it shows active and notice-period people only. |
| Year and Month | On Attrition, the Year and Month in the filter bar change every table, KPI and card on that tab. Choose "All months" for the full year. On Org Snapshot, Year and Month rebuild the whole page as the organisation stood at that month-end (Year only means 31 Dec); "Today" shows the latest. |
| Topic | Org Snapshot has a Topic dropdown under the filters: choose one section (Headcount, Growth, Structure, Location & Gender, Qualifications, Employee Satisfaction Survey) or All topics. Department, BU Head, Year and Month still apply. |
| View | Attrition and Talent Acquisition have a View dropdown that switches the page between sections without changing your filters. Nothing is hidden for good — it is one dropdown click away. |
| Colour badges | Any coloured badge with a dotted underline can be clicked for the exact numbers behind that reading. |
| Compare periods | Attrition → Overview compares this year with last year for the same months, and the Manager-wise card does the same per manager. |
| Missing data | A "—" always means the figure could not be calculated honestly. Nothing is estimated. |
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| How it's worked out | The score blends seven things equally: whether headcount is growing or shrinking, how much voluntary attrition there is, whether managers have too many people reporting to them, how performance ratings look this cycle versus last, how many people hold a real senior leadership title relative to the size of the workforce, and — among people who left this year — two separate reads on how soon they left: within their first 3 months (often a hiring or onboarding mismatch) and between 3 months and a year (often a manager, team, or compensation issue instead). If there isn't enough real data for a piece — most often performance ratings for a small department — it's left out rather than guessed, and the score is based on whichever of the others actually have data. |
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| How it's worked out | Every monthly figure is real: someone only counts as part of a month's headcount if they'd actually joined by then and hadn't yet left. Nothing is projected forward or smoothed. |
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| How to read it | People at the top of a group report to someone outside it; that manager is shown beside their name. "No manager recorded" and "not found in active staff" are data gaps, not judgements. This tab has its own filters and ignores the BU Head filter on other tabs. |
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| How it's worked out | Real exits, divided by the real average headcount for that same period — never an estimate. The backfill comparison shows exactly three numbers: how many people left, how many replacement roles were actually requested, and the plain difference between them — no assumptions about whether other hiring might secretly be covering the gap. |
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| How it's worked out | Anyone who appears as someone's reporting manager is included, at every level — first-line managers and managers of managers alike. Open roles are matched by name against the recruitment tracker, so a manager whose name doesn't match exactly simply shows no figure rather than a guessed one. |
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| How it's worked out | Levels are grouped by rank rather than raw level codes, since codes differ by department but rank is comparable company-wide. Attrition rates use the same real, average-headcount method as the rest of the dashboard — split by gender. |
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| How it's worked out | Built from the exact same calculations as the live tabs — nothing is recalculated differently just because it's going into a document. What you preview on screen is exactly what downloads. |
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| How it's worked out | Open positions account for everyone already accepted or in documentation, not just headcount targets — so "open" genuinely means unclaimed by anyone yet. Ageing is weighted by how many real people a role represents, not just how many requisition rows exist. |
| Team Lead | Agreed structure: 10 to 12 production team members. Green up to 12, amber 13 to 15, red 16 or more. Group-specific interim limits (for example Balaji Loganathan's group, 20) are listed on the Assumptions & Indicators page. |
| Assistant Manager | Agreed maximum of 25 direct reports, including 2 Team Leads. Green up to 25, red above 25. Production and SME-level people reporting directly are expected here, so they are not a structural gap. |
| Manager, Senior Manager | Rated on the whole team beneath them (all levels): Manager about 50 (green up to 50, amber 51 to 60, red above 60), Senior Manager about 100 (green up to 100, amber 101 to 120, red above 120). The amber band is a working tolerance on "about". |
| Subject Matter Expert, Senior Analyst (Insurance Summarization) | An SME is an individual-expert role, so any report is flagged. In Insurance Summarization, Senior Analysts with people reporting to them are rated on the Team Lead limits (green up to 12, amber 13 to 15, red above 15). |
| Director, VP and above | Not rated on span size. Real direct-report and team size are still shown as plain numbers. |
| "Doing a lower role" flag | A separate signal from span size. For a Manager, Senior Manager or above, having individual contributors reporting directly (with no Assistant Manager or Team Lead between) is flagged on its own. An Assistant Manager with production-level people directly is expected and not flagged. |
| Capacity mix (billable vs. management) | Scoped to the real billable verticals only (Accounting, Insurance Summarization, MRC, Lease Abstraction, Legal Services). For the real billable individual-contributor headcount, how many of each level (Team Lead, Assistant Manager, Manager, and so on) are actually needed — computed independently at each rung straight from the base headcount, using the agreed structure (12 production members per Team Lead, 2 Team Leads per Assistant Manager, 2 Assistant Managers per Manager, 2 Managers per Senior Manager) — compared against how many we actually have. Each rung's "needed" number is not chained off the real, actual count at the rung below, so a real gap at one level doesn't quietly distort what "needed" looks like further up. A rung is only ever flagged as having more than needed once the real base headcount is at least 20 people — a small or newly-formed team is never flagged just because its raw numbers look distorted. |
| What counts as a real exit | Only people whose status has actually reached "Inactive." Someone "Serving Notice Period" is still working today and still counts as active headcount everywhere else on this dashboard — so their exit doesn't count until it's actually happened, even if a future last-working-date is already on file. |
| Voluntary attrition rate | Green under 8%, amber 8-15%, red above 15%. Counts voluntary exits only — people who left on their own, not people let go — since the two call for different action. Used consistently everywhere this rate is shown: Attrition tab, Org Health Check, Manager Health, Dept Health. |
| Immediate exits (under 3 months) | Green under 25% of that period's exits, amber 25-50%, red above 50%. Usually points to a hiring or onboarding mismatch, not a management issue. This is the threshold used on Org Health Check, Manager Health, and the Attrition tab's junior-exit card — see the separate Diversity entry below for one place this number is currently different. The Attrition tab also carries a dedicated Monthly / YTD / Annualised table for this same under-90-day group, built with the same real mechanics as the main attrition table above it — the rate is against the whole month's average headcount, not just that month's new joiners. |
| Early-tenure exits (3 months to a year) | Same green/amber/red bands as immediate exits above, but a genuinely different signal — often points to a manager, team, or compensation issue instead of a hiring mismatch. |
| Absconding | Green at zero cases, amber at exactly one, red at two or more, per manager. |
| Total exits this month (Attrition tab KPI) | Red above 15 real exits, amber at 15 or fewer. This one is binary — there's no green state for this specific KPI card. |
| "New Requirement" (Backfill vs. Exits table) | Green at zero, amber if 1 or 2 real exits have no matching backfill request yet, red above 2. |
| Gender-specific immediate / early-tenure exits | Currently different from the main version above: green under 20%, amber 20-40%, red above 40%, rather than the 25%/50% used everywhere else these two signals appear. This inconsistency is real, not a documentation gap — it's flagged here honestly rather than hidden, and is worth a decision on whether the Diversity tab should be brought in line with the rest of the dashboard. |
| Real Avg Time to Fill | A genuine measurement, not an estimate: real days from a specific requisition's real Req received date to a specific candidate's real DOJ, for every candidate in the Final Select Candidates Sheet whose Candidate Status is "Joined." Different from the source-to-DOJ figure shown elsewhere on this dashboard, which is a proxy based on when sourcing began, used only because Base Sheet itself has no reliable requisition-linked date at all. |
| When hiring is called out | Called out only when there is no traction: open positions in a department where no candidate has cleared L1 (with how many are at L1), requisitions with no candidate pipeline at all, offers accepted more than 60 days ago without joining (notice periods of 60 to 90 days are normal), and hiring pace below 20% over 6 months. Good hiring pace is not called out. |
| Active pipeline per requisition | Red at zero real candidates in active pipeline for that role, amber under 3, green at 3 or more. |
| Open positions vs. real demand (Org Health Check) | Green if nothing is open (fully staffed against target), red if open positions exceed 60% of total real demand (Target), amber in between. |
| Retention Risk | Green under 5% of a manager's current team on notice, amber 5-10%, red above 10%. Forward-looking — a different question from attrition, which is who's already gone. |
| Leadership Density | Green under 5% of a population holding a real VP, AVP, Senior Manager, Director, or Head title, amber 5-10%, red above 10%. |
| Workforce growth | Green if net headcount change is positive, amber -5% to 0%, red below -5%. |
| Good performers lost (Org Health Check) | Among that cycle's rated voluntary leavers, red if 50% or more were rated 4 or higher (the standard India-market bar for "exceeds expectations" on a 5-point scale), amber if 25% or more, green otherwise. A different question from the attrition rate — this asks whether the people leaving were the people worth keeping. |
| Voluntary vs. involuntary exits | Attrition rates on this dashboard count voluntary exits only — the standard HR convention, since people who leave on their own and people who are let go call for different action. If an exit's type wasn't recorded, it's left out of the rate rather than guessed either way. |
| Monthly, YTD, and Annualised attrition | These are three different, real ways of reading the same underlying exits — not three separate opinions. The Attrition tab and the Insights reports both include a short table explaining exactly how each is worked out and when to use which one. |
| Filters carry across tabs | Where you see a "Department" dropdown, it applies to Org Health Check, Manager Health, and Diversity together — pick a department once, and all three stay in sync. |