Choose dashboard — Headcount Plan
- Executive
- Headcount Plan
- Retention and Composition
- Engagement and Exit
- Talent Acquisition Funnel
- Performance Calibration
- Compensation Cycle
- Compensation Structure
- Succession and Talent Ops
- Workforce Economics
- Wellbeing & retention outcomes
- Performance outcomes
- Engineering delivery outcomes
- Safety & quality outcomes
- Sales outcomes
- Service & customer experience outcomes
people analytics dashboard
Headcount Plan
Plan-versus-actual headcount, hiring, exits, cost, and scenario measures.
6 pages · Power BI
These dashboards use synthetic workforce data. Values illustrate the report design.
Choose page — 5 Projection scenarios
Selected page
5 Projection scenarios
Metrics used on this page
Demand Headcount (Final Month)
Projection · Projection · #,0
Demand (plan, scaled by the scenario) at the final forecast month.
Gap to Demand (Final Month)
Projection · Projection · +#,0;-#,0
Projected − demand at the final month (negative = shortfall).
Projected Exits (12 Months)
Projection · Projection · #,0
Exits expected over the forecast for the scenario.
Projected Headcount (Final Month)
Projection · Projection · #,0
Projected headcount at the final forecast month for the scenario in view; blank unless exactly one scenario is selected.
Required Hires (12 Months)
Projection · Projection · #,0
Monthly hiring need summed over the 12-month scenario. A continuing unmet shortfall is counted again each month; it is not a count of distinct requisitions.