An exploratory HR dashboard built in Excel to analyze employee demographics, performance, and compensation patterns. The dashboard addresses key HR questions related to workforce structure and performance-based pay.
- How is the workforce distributed by age?
Identifies workforce maturity and succession risk
- Do we reward performance fairly across salary bands?
Reveals whether pay-for-performance is functioning
- KPI Cards — Avg Salary, Avg Age, Avg Tenure, % Top Performers
- PivotTables & PivotCharts — Performance ratings by salary band and department
- Age Group Segmentation — Headcount distribution across generational cohorts
- Gender Pay Comparison — Salary breakdowns by performance tier and gender
- Interactive Slicers — Filter by department, gender, region, and manager status
- Pay for performance exists but may be inconsistently applied across genders.
- Top male performers earn significantly higher salaries than bottom male performers. This trend that is less pronounced among female employees
- The age distribution leans towards a mature workforce, highlighting a potential need for retirement planning, succession management and generational talent strategies.
- There is a measurable gender pay gap of approximately 10.7%, with female employees earning less on average than their male counterparts. This warrants a deeper root-cause analysis.
Male Performer Salary Tiers
VS
Female Performer Salary Tiers
- Conduct a department-level pay gap analysis to identify whether discrepancies are localized or systemic.
- Review performance-based bonus and salary increase structures for gender parity.
- Use these insights to inform promotion, recognition, and retention strategies.
- Add time-series data to track trends in compensation, hiring, and attrition over time.
- Integrate a deeper pay gap analysis using regression or statistical testing.
- Incorporate attrition data to understand how performance and pay impact employee turnover.