Built a multi-page Power BI platform that helps workforce leaders answer three critical questions:
✅ Do we have enough workforce capacity to meet future demand?
✅ Which departments face the greatest retention risk?
✅ Can recruiting close projected staffing gaps?
The solution integrates workforce planning, attrition analytics, and talent acquisition intelligence across 5,000 employees, 8 departments, and 24 months of workforce activity.
Organizations often manage workforce planning, retention analytics, and talent acquisition as separate reporting functions, limiting visibility into workforce risks and future staffing needs.
This project consolidates workforce supply, workforce demand, attrition intelligence, workforce risk assessment, and recruitment performance into a unified Workforce Intelligence Platform.
The solution enables executives, HR leaders, workforce planners, and talent acquisition teams to:
✅ Forecast workforce shortages
✅ Monitor workforce utilization and staffing gaps
✅ Identify departments at risk of attrition
✅ Evaluate recruitment effectiveness
✅ Prioritize hiring efforts based on business demand
✅ Support strategic workforce planning decisions
Most HR dashboards report what happened.
This platform was designed to support what happens next.
By connecting workforce supply, attrition risk, and recruitment capacity into a single decision-support framework, leaders can move from reactive reporting to proactive workforce planning.
The result is a workforce intelligence solution that supports strategic hiring decisions, retention planning, and organizational growth.
Organizations face increasing workforce challenges including:
- Workforce shortages
- Rising employee attrition
- Hiring delays
- Recruitment bottlenecks
- Capacity constraints
- Increasing workforce utilization pressure
Without integrated workforce intelligence, decision-makers struggle to answer critical questions:
- Do we have enough workforce capacity to meet future demand?
- Which departments are most vulnerable to attrition?
- Where should hiring efforts be prioritized?
- Can recruitment capacity close forecasted workforce gaps?
This project was designed to answer those questions through a unified analytics framework.
The platform combines three interconnected intelligence modules:
Monitor workforce capacity, workforce demand, staffing gaps, utilization, and workforce coverage.
Identify attrition drivers, workforce exposure, retention vulnerabilities, and department-level workforce risk.
Evaluate hiring effectiveness, recruitment bottlenecks, hiring demand, and candidate conversion performance.
| Metric | Value |
|---|---|
| 👥 Employees | 5,000 |
| 🏢 Departments | 8 |
| 📅 Analysis Period | 24 Months |
| 📋 Open Requisitions | 3,000 |
| 🤝 Hires Completed | 2,500 |
| 📉 Enterprise Attrition Rate | 14% |
| 2,735 | |
| 🚨 High-Risk Employees | 825 |
Provide enterprise-wide visibility into workforce supply, workforce demand, staffing gaps, and operational workforce health.
- 👥 Headcount
- 📉 Attrition Rate
- ⚙️ Utilization Rate
⚠️ Workforce Gap- 🚀 Average Monthly Hires
- ⏱️ Overtime %
- Workforce Capacity Coverage
- Workforce Composition by Department
- Employee Attrition Trend
- Department Staffing Gap
- Utilization Heatmap
- Workforce Risk Matrix
- Do we have enough workforce capacity?
- Which departments require the most hiring support?
- How large is the projected staffing gap?
- Which operational areas are under the greatest workforce pressure?
- Workforce demand exceeded available workforce capacity by 2,735 positions.
- Operations and Maintenance represented the largest staffing requirements.
- Workforce coverage remained below target despite ongoing hiring activity.
- Utilization rates approached operational thresholds across key departments.
Identify workforce vulnerabilities, attrition drivers, and retention risks before they impact business performance.
- 🟢 Retention Rate
- 🔴 Enterprise Attrition Rate
- 🚨 High-Risk Employees
- ⏳ Average Tenure Before Exit
⚠️ Critical Workforce Exposure- 📉 Involuntary Attrition %
- 📈 Voluntary Attrition %
- Primary Attrition Drivers
- Attrition by Department
- Attrition by Employee Tenure
- Attrition Heatmap
- Executive Risk Scorecard
- Workforce Risk Ranking
- Why are employees leaving?
- Which departments face the highest workforce risk?
- Which employee groups are most vulnerable to attrition?
- Where should retention efforts be focused?
- Enterprise attrition reached 14%, with risk concentrated in Operations and Maintenance.
- Performance, relocation, and burnout emerged as leading attrition drivers.
- Employees with less than five years of tenure represented the largest attrition segment.
- High-risk employees accounted for 825 employees, creating significant retention exposure.
Measure recruitment effectiveness and assess whether hiring capacity can meet forecasted workforce demand.
- 📋 Open Requisitions
- 🚀 Average Monthly Hires
- ⏳ Average Time to Fill
- ✅ Offer Acceptance Rate
- 🔄 Applicant-to-Hire Rate
- 📈 Hiring Coverage %
- Hiring Demand vs Recruitment Capacity
- Open Requisitions by Department
- Time to Fill Analysis
- Offer Acceptance Rate by Department
- Recruitment Conversion Funnel
- Recruitment Bottleneck Analysis
- Can recruiting meet workforce demand?
- Which departments have the greatest hiring needs?
- Where are recruitment bottlenecks occurring?
- How effective is the hiring process?
- The organization maintained 3,000 open requisitions while hiring coverage reached 88.2%.
- Planning and IT experienced the longest hiring cycles.
- Offer acceptance rates varied significantly across departments.
- Recruitment bottlenecks were concentrated within specialized functions.
- Workforce demand exceeded current capacity by 2,735 positions, indicating significant hiring pressure.
- Operations and Maintenance accounted for the majority of projected staffing demand.
- Workforce coverage remained below desired planning targets.
- Utilization rates suggest increasing workforce strain across operational functions.
- Enterprise attrition reached 14%.
- Attrition risk was concentrated within Operations and Maintenance.
- Burnout, performance concerns, and relocation were the leading turnover drivers.
- High-risk employees represented a significant workforce exposure.
- Recruitment capacity covered 88.2% of projected hiring demand.
- Planning and IT experienced the most significant hiring bottlenecks.
- Offer acceptance rates varied across departments.
- Candidate conversion efficiency presents a major opportunity for improvement.
- Prioritize hiring investment in Operations and Maintenance.
- Align workforce forecasting with quarterly business planning cycles.
- Monitor workforce coverage as a leading indicator of staffing risk.
- Implement targeted retention strategies for high-risk departments.
- Address burnout and career progression concerns through workforce engagement initiatives.
- Establish department-level attrition monitoring and intervention programs.
- Reduce time-to-fill through recruitment workflow optimization.
- Expand sourcing channels for hard-to-fill positions.
- Improve applicant-to-hire conversion through stronger candidate screening and targeting.
- Power BI
- DAX
- Power Query (M)
- Star Schema Design
- Multi-Fact Workforce Planning Model
- Time Intelligence Framework
- Department-Level Workforce Forecasting
- Workforce Gap Analysis
- Attrition Intelligence
- Workforce Risk Scoring
- Recruitment Coverage Modeling
- Department Risk Ranking
- Workforce Capacity Planning
| Table | Purpose |
|---|---|
| workforce_capacity | Workforce supply and operational metrics |
| attrition_history | Historical attrition records |
| hiring_pipeline | Recruitment and hiring activities |
| forecast_department | Workforce demand forecasts |
| Table | Purpose |
|---|---|
| employee_master | Employee demographics and attributes |
| department | Department hierarchy |
| Date_Table | Calendar and time intelligence |
This platform enables workforce leaders to:
- Forecast staffing shortages before operational impact occurs
- Identify departments with elevated attrition exposure
- Prioritize hiring investments based on workforce demand
- Monitor recruitment effectiveness against forecasted hiring needs
- Balance workforce supply, retention, and talent acquisition strategies
Rather than managing workforce planning, retention, and recruitment separately, decision-makers gain a single view of workforce health across the employee lifecycle.
- Workforce Planning Analytics
- People Analytics
- HR Analytics
- Talent Acquisition Analytics
- Workforce Forecasting
- Advanced DAX
- Power Query
- Data Modeling
- KPI Framework Design
- Executive Dashboard Development
- Strategic Business Intelligence
Abodunrin Oketade
Data Analyst | Business Intelligence Analyst | Workforce Analytics
- LinkedIn: www.linkedin.com/in/abodunrin-oketade
- GitHub:https://github.com/Richie-Rokka