Introduction

A human capital dashboard is a strategic tool used by organizations to track and manage
various aspects of their human resources (HR). It provides a visual representation of key HR
metrics and data, allowing decision-makers to gain insights into the organization's workforce
and make informed decisions to optimize human capital management strategies. When we
talk about elaborating on a human capital dashboard in depth, we're delving into creating a
comprehensive and multifaceted tool that goes beyond simple metrics. Here are some
elements that can contribute to a deep and meaningful human capital dashboard:

1. Key Metrics: Start by identifying the key performance indicators (KPIs) that matter
most to your organization. These could include metrics related to employee turnover,
recruitment effectiveness, training and development ROI, employee engagement
scores, diversity and inclusion metrics, and productivity measures.
2. Data Integration: A powerful human capital dashboard should integrate data from
various HR systems and sources, such as payroll, performance management, learning
management, and employee surveys. This integration allows for a holistic view of the
workforce and facilitates more accurate analysis.
3. Visualization: Utilize data visualization techniques such as charts, graphs, heat maps,
and trend lines to present information in a clear and easily digestible format.
Interactive dashboards that allow users to customize views and drill down into
specific data points can enhance usability and engagement.
4. Benchmarking: Compare your organization's HR metrics against industry benchmarks
or internal targets to assess performance and identify areas for improvement.
Benchmarking can provide valuable context and help set realistic goals for human
capital management initiatives.
5. Predictive Analytics: Incorporate predictive analytics capabilities into the dashboard
to forecast future workforce trends and anticipate potential challenges. Machine
learning algorithms can analyze historical data to identify patterns and make
predictions about future outcomes, such as employee turnover or skills gaps.
6. Strategic Alignment: Ensure that the human capital dashboard is aligned with the
organization's overall strategic objectives. Highlight metrics that directly contribute to
key business goals, such as revenue growth, cost reduction, or market expansion.
7. Employee Experience: Consider including metrics related to employee experience and
satisfaction, such as employee net promoter score (eNPS), sentiment analysis of
employee feedback, or ratings of workplace culture and leadership effectiveness. A
focus on employee experience can help drive engagement and retention.
8. Risk Management: Identify and monitor potential HR risks, such as compliance
violations, talent shortages, or succession planning gaps. Early detection of these risks
through the dashboard can enable proactive mitigation strategies.
9. Customization and Accessibility: Tailor the dashboard to the specific needs of
different stakeholders within the organization, such as HR professionals, executives,
managers, and frontline employees. Ensure that the dashboard is accessible across
different devices and platforms for maximum usability.

Continuous Improvement: Treat the human capital dashboard as a dynamic tool that evolves
over time. Solicit feedback from users, track the impact of interventions and initiatives, and
continuously refine the dashboard to reflect changing business priorities and emerging best
practices in human capital management. By incorporating these elements into a human

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capital dashboard, organizations can create a powerful tool for managing their most valuable
asset—their people—in a strategic and data-driven manner.

Many organizations utilize dashboards to oversee and assess significant performance metrics.
These data dashboards present key performance indicators (KPIs) in a concise, easy-to-
understand manner, offering insights into processes and outcomes. The term "dashboard" is
derived from the instrument clusters found in cars, which drivers use to monitor their
vehicles' behavior. As educational institutions increasingly invest in comprehensive human
capital management systems (HCMSs), they face the imperative of tracking the
implementation and effectiveness of these systems to fully leverage their advantages. An
HCM dashboard visually represents the implementation and effectiveness of HCM processes
related to educator recruitment, hiring, development, and retention. Such a dashboard serves
as a tool to monitor progress towards achieving HCM objectives (Milanowski, A., Heneman
III, H., & Carl, B, 2017).

The Contect for The Paper

Descriptive Analysis is a way of analyzing data to understand what has happened in the past.
It helps us summarize and present data in a clear and understandable way, usually through
charts, graphs, or tables. Instead of predicting the future or making decisions, descriptive
analytics focuses on answering questions like "What happened?" or "What are the main
trends?" It's like looking back at a journey you've already taken to see where you've been and
what landmarks you passed along the way. From the monthly human capital dashboard of the
company, it seems to be a hypermarket selling primary and tertiary household essentials like
clothing and electronics. Within the dashboard, there are graphical representations of key
metrics including job responsibility card report, productivity report, employee turnover,
human capital cost factor, human capital return on investment, human capital value added
report, employee salaries, and average hours worked per/month.

Number Dashboard Variables Insight/Facts/Findings

1. Kejime Responsibility From the Graphic KRC Report across all
Card (KRC) Report – All divisions, the highest is in the HCGA and Finance
Divisions departments, while the lowest is in the R&K
department, at a level below 80%. For the other
departments, they remain consistently above
80%.
2. Productivity Report a. For the productivity report, the highest
level of productivity is achieved by
Electronic in week 4.
b. Looking at the average graph, it's evident
that Electronic stands out as the best
performer for this month, surpassing
Apparel.
c. The highest achievement for electronic
products itself reaches more than 300%.
d. For electronic products, every week is
above 100%.

3. Employee Turnover The turnover rate for this company is very low
from week 1 to week 5 according to the graphic,

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remaining stable and showing a tendency of no
one leaving.
4. Human Capital Cost Factor The average expenditure for 76 employees
amounted to 429.12 million.
5. Human Capital Return of The company generated Rp 1.56 for every Rp 1
Investment Report invested, representing 50% of the projected
outcome when viewed graphically.
6. Human Capital Value One employee contributes 8.78 million to the
Added Report current revenue.
7. Employee Salary - As of For employee salaries end December, I'll take the
December top 3 and the lowest 1.

a. I'm looking at the Graphic salary for the

year 2023.
b. The highest salaries for February, July,
and September are achieved by the R&D
department, averaging around
400,000,000/year.
c. The smallest salary is in the production
position, averaging around
100,000,000/year.
d. The highest salary in the administrative
division was in February, amounting to
approximately 139 million.

8. Working Hours/Week The average daily working hours amount to 7.81

hours, or 39.05 hours per week.

The Analysis Conclusions

Kejime Responsibility Card (KRC) Report

The Graphic KRC Report reveals notable disparities across departments within the company.
While the HCGA and Finance departments exhibit the highest levels of responsibility and
accountability, evidenced by their superior KRC scores, the R&K department lags behind,
recording scores below the 80% threshold. This discrepancy underscores the need for closer
examination of factors influencing performance within each department. Factors such as
leadership style, resource allocation, training initiatives, and organizational culture likely
contribute to these variations. Addressing these underlying factors can help enhance KRC
implementation company-wide, fostering a culture of responsibility and accountability across
all departments.

Productivity Report

The productivity report highlights significant achievements within the company's Electronic
department. Week 4 emerges as a standout period, showcasing the highest level of
productivity, indicative of efficient operations and potentially heightened consumer demand.
Notably, the Electronic department consistently outperforms its counterparts, particularly

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Apparel, as evidenced by the average graph. This sustained excellence underscores effective
processes and skilled workforce management within Electronic. Moreover, the department's
exceptional performance, with electronic products exceeding 300% productivity, reflects a
dedication to exceeding targets and maximizing output efficiency. Such consistent
performance, with electronic products maintaining productivity levels above 100% each
week, underscores the robustness of the production system. These accomplishments are likely
attributed to strategic planning, operational excellence, and responsive adaptation to market
demands. Analyzing these successes provides valuable insights for sustaining and enhancing
productivity across the company's operations.

Employee Turnover

The company exhibits a notably low turnover rate throughout weeks 1 to 5, indicating a
stable and positive work environment. This trend suggests high levels of employee
satisfaction, possibly stemming from effective leadership, competitive compensation and
benefits, and opportunities for career growth. Additionally, a focus on promoting work-life
balance and fostering a strong company culture likely contributes to employee retention. The
absence of significant turnover reflects positively on the organization's ability to retain talent
and maintain a cohesive workforce. Moving forward, continued emphasis on factors such as
employee satisfaction, leadership effectiveness, and career development opportunities will be
crucial in sustaining this favorable turnover rate and supporting long-term organizational
success.

Human Capital Cost Factor

The average expenditure of 429.12 million for 76 employees reflects several key factors
within the company's human capital cost structure. This figure indicates competitive salary
offerings, comprehensive employee benefits, and investments in training and development.
Additionally, staffing levels, turnover rates, and workforce composition contribute to overall
human capital expenses. By analyzing these factors, the company can optimize its human
capital investment strategy to ensure cost-effectiveness while maximizing employee
satisfaction and productivity.

Human Capital Return of Investment Report

The company's Human Capital Return on Investment (ROI) report reveals a promising return
of Rp 1.56 for every Rp 1 invested. However, this represents only 50% of the projected
outcome when viewed graphically. This variance may be attributed to factors such as the
efficiency of investments, the effectiveness of human capital management practices, market
conditions, measurement accuracy, and the timeframe of analysis. To maximize ROI, the
company should focus on refining investment strategies, aligning initiatives with business
goals, and continuously evaluating performance.

Human Capital Value Added Report

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The Human Capital Value Added Report illustrates that each employee contributes 8.78
million to the current revenue. This contribution reflects factors such as employee
productivity, skill levels, job roles, customer satisfaction efforts, efficiency measures, and
innovation initiatives. To enhance this value-added contribution, the company can focus on
strategies such as investing in employee training and development, fostering a culture of
innovation, aligning employee goals with business objectives, and recognizing high-
performing employees.

Employee Salary - As of December

The company's analysis of employee salaries for December reveals intriguing trends and
disparities across departments. Reviewing the Graphic salary for 2023 provides valuable
insights into salary distributions and trends over time. Notably, the R&D department
commands the highest salaries in February, July, and September, averaging around
400,000,000/year, highlighting the strategic importance and specialized skills required in
research and development roles. Conversely, production positions exhibit lower average
salaries, around 100,000,000/year, reflecting the nature of the role and market conditions.
Additionally, the highest salary in the administrative division in February, approximately 139
million, underscores the significance of seniority and responsibilities within the department.
These insights enable the company to make informed decisions regarding compensation
management and ensure alignment with organizational objectives and market
competitiveness.

Working Hours/Week

The company's average working hours per week, totaling 39.05 hours or 7.81 hours per day,
are influenced by various factors shaping its work culture and operational needs. These
factors include industry norms, organizational policies, job roles, employee preferences,
operational demands, efficiency initiatives, and considerations for employee well-being. By
understanding these variables, the company can tailor its approach to work scheduling,
balancing productivity with employee satisfaction and organizational objectives.

References

Milanowski, A., Heneman III, H., & Carl, B. (2017). Introduction to Human Capital
Management System Dashboards. White Paper. Teacher Incentive Fund, US Department of
Education, Retrived by: https://files.eric.ed.gov/fulltext/ED610274.pdf

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