{"id":4366,"date":"2026-10-09T10:36:58","date_gmt":"2026-10-09T08:36:58","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/dashboard-for-hr\/"},"modified":"2026-10-22T21:07:51","modified_gmt":"2026-10-22T19:07:51","slug":"dashboard-for-hr","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/dashboard-for-hr\/","title":{"rendered":"The dashboard for HR"},"content":{"rendered":"\n
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Company dashboard · HR<\/p>\n\n\n

The same figures side by side<\/span><\/h1>\n\n\n

You know which teams need attention, but not always why, and certainly not whether it differs from one team to the next. The cross-section puts every team and every role profile on the same measure.<\/p>\n\n\n

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Request a demo →<\/a><\/div>\n
All four layers<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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What you see<\/p>\n\n\n

The cross-section across the organisation<\/h2>\n\n\n

Per team and per role profile: how much is delivered from own strength, how many people carry a high load, how much fragile strength is in it and how the fit with the role stands. All at the same pressure level, so the comparison holds.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>Cross-section · per team<\/span><\/div>\n\n\n
\"The<\/figure>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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Roles<\/p>\n\n\n

Where the role asks for more than there is<\/h2>\n\n\n

Per role profile you see what share of its holders does not deliver a required competency from own strength. And per archetype whether the role profiles together ask for more than is present in the organisation. That last one is the sharpest input for recruitment and development you can have.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>Cross-section · per role profile<\/span><\/div>\n\n\n
\"Where<\/figure>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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What you do with it<\/p>\n\n\n

Policy with an evidence base<\/h2>\n\n\n

The cross-section changes the question from \u201cwho complains loudest\u201d to \u201cwhere is the pattern\u201d.<\/p>\n\n<\/div>\n\n\n

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Mobility<\/h3>\n\n\n

See where talent sits that would do better elsewhere, before someone leaves of their own accord.<\/p>\n\n<\/div>\n\n\n

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Succession<\/h3>\n\n\n

Know which roles structurally ask for more than is naturally there, and who can grow into them.<\/p>\n\n<\/div>\n\n\n

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Training budget<\/h3>\n\n\n

Spend it where it makes a difference, instead of spreading it thin across the board.<\/p>\n\n<\/div>\n\n\n

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Buy or build<\/h3>\n\n\n

Answer the question per role profile: do we bring this in, or do we build it?<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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The boundary<\/p>\n\n\n

What you do not see<\/h2>\n\n<\/div>\n\n\n

Each row appears only from three people<\/strong> who count. A team smaller than that gets no figure, and the dashboard says so: too few people count. That is not a limitation we work around, it is the reason employees take part. You see individual reports only from people who explicitly gave HR consent.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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See what your organisation has in house<\/h2>\n\n\n

Request a demo on your own data, or look at another role first.<\/p>\n\n\n

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Request a demo →<\/a><\/div>\n
The team layer<\/a><\/div>\n
The board layer<\/a><\/div>\n<\/div>\n\n<\/div>\n\n\n

What it costs depends on your size and on what you want alongside it. See the plans for organisations<\/a> or work it out directly in the quote calculator<\/a>.<\/p>\n\n<\/div>\n\n<\/section>\n\n","protected":false},"excerpt":{"rendered":"

The cross-section across teams and role profiles: effort from own strength, load, fragile strength and fit with the role. Each row only from three people.<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4366","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/4366","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/comments?post=4366"}],"version-history":[{"count":5,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/4366\/revisions"}],"predecessor-version":[{"id":5598,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/4366\/revisions\/5598"}],"wp:attachment":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/media?parent=4366"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}