Employee ID
- Requirement
- Core
- Example
- ID-10042
- Purpose
- Identifies and groups records accurately
Keep the people analytics page as the broad HR hub. Focus on verified headcount, hires, exits, turnover, tenure, department, role, and location reporting while removing unsupported pay-equity, performance-classification, demographic, and predictive claims.
Upload a structured spreadsheet or platform export to create a focused analytics view with verified metrics, comparisons, and charts. Start with the broad analysis below, then move into a dedicated workflow when you need deeper calculations.
Supports structured CSV and Excel files. Display only file limits, privacy wording, and export options confirmed in the live product.
Use the fixed preview below to switch between the source spreadsheet and a dashboard sample. Open the full demo in a new tab for every KPI and chart.
People Analytics Tool
Interactive preview from the sample workforce movement dataset
Switch preview
Total Records
48
rows in sample
Total Ending Headcount
3,731
sum of Ending Headcount
Total Starting Headcount
3,699
sum of Starting Headcount
Bin width 2 · 48 observations
Full dashboard with all KPI details and 6 charts is on the demo page.
Open full demoThe sample aggregates 300 ending headcount in Sep 2025 across 4 departments and 3 locations over 12 months of movement data.
Sample results: 241 hires, 209 exits, and 6.9% turnover in the latest month. Aggregation level stays visible beside every headline metric.
Organize workforce workflows around headcount, turnover, recruiting, attendance, compensation, and surveys with privacy-safe examples.
Useful analytics starts with a decision, defines the metric, verifies the source, and shows the records that explain the result.
The hub explains required employee fields and keeps public examples aggregated and synthetic. This sample reports 300 ending headcount and 241 hires across 12 months.
The workflow is designed around a visible and reproducible path from file to conclusion.
Beginning, ending, and average headcount across departments, roles, and locations.
New hires, exits, net headcount change, and movement by period.
Turnover and retention using consistent headcount and exit definitions.
Applicants, stage distribution, sources, offers, hires, and conversion when applicant data is available.
Department, role, location, tenure, and employment-type distributions without unsupported demographic or predictive claims.
Follow the same dataset from source rows to the generated dashboard preview. The spreadsheet table, KPI cards, and charts all come from one JSON sample, so every visible result can be checked against the source.
The source preview highlights the exact columns and representative rows used by the workflow.
| Date | Quarter | Department | Location | Ending Headcount |
|---|---|---|---|---|
| 2025-07-01 | Q3 2025 | Sales | Dhaka | 78 |
| 2025-07-01 | Q3 2025 | Product | Remote | 63 |
| 2025-07-01 | Q3 2025 | Operations | Chattogram | 71 |
| 2025-07-01 | Q3 2025 | Customer Success | Dhaka | 86 |
| 2025-08-01 | Q3 2025 | Sales | Dhaka | 81 |
The finished output includes the KPI cards, charts, tables, and report views described below.
Grouped by Date
Use one clear header row and one consistent record per row. The exact required fields depend on the selected analysis. VizMint should detect available fields, show what can be calculated, and hide metrics that require missing data.
| Column | Requirement | Example | Purpose |
|---|---|---|---|
| Employee ID | Core | ID-10042 | Identifies and groups records accurately |
| Hire date | Core | 2026-06-01 | Creates trends and period comparisons |
| Termination date | Core | 2026-06-01 | Creates trends and period comparisons |
| Status | Core | Active | Enables workflow, funnel, and status analysis |
| Department | Core | Sales | Adds a useful breakdown or comparison |
| Role | Recommended | Account Executive | Adds a useful breakdown or comparison |
| Location | Recommended | North | Adds a useful breakdown or comparison |
| Employment type | Recommended | Full time | Enables workflow, funnel, and status analysis |
| Manager | Recommended | Jordan Lee | Adds context and improves analysis |
| Applicant ID | Recommended | APP-10042 | Identifies and groups records accurately |
| Recruitment stage | Recommended | Qualified | Enables workflow, funnel, and status analysis |
| Source | Recommended | Referral | Adds context and improves analysis |
Upload a CSV, Excel file, or supported export containing the records you want to analyze.
Choose the worksheet that contains the main structured table.
Review identifiers, dates, numeric values, categories, statuses, and target fields.
Check record counts, missing values, duplicates, date coverage, and any excluded rows.
Create the supported KPI cards, charts, and comparison tables.
Move to a dedicated workflow when you need deeper calculations, a specialized sample, or a purpose-built output.
Keep this people analytics page as the broad HR hub. Use one complete workforce example here, then route users to focused turnover, recruiting, attendance, and performance workflows rather than duplicating child-page content.
Use the employee turnover dashboard when you need a more specific analysis than the broad hub provides.
Use the recruitment funnel dashboard when you need a more specific analysis than the broad hub provides.
Use the attendance dashboard when you need a more specific analysis than the broad hub provides.
Use the performance review dashboard when you need a more specific analysis than the broad hub provides.
| Problem | Recommended Fix |
|---|---|
| Duplicate employee IDs | Use a stable identifier, review repeated rows, and remove or reconcile duplicates before calculation. |
| Internal transfers counted as exits | Document the rule, standardize the source data, and validate the corrected result before generation. |
| Contractors mixed with employees | Document the rule, standardize the source data, and validate the corrected result before generation. |
| Small identifiable groups | Document the rule, standardize the source data, and validate the corrected result before generation. |
| Sensitive fields included unnecessarily | Document the rule, standardize the source data, and validate the corrected result before generation. |
VizMint analyzes exports; it does not replace the accounting, CRM, help-desk, HR, warehouse, advertising, or project-management system that produced them.
Upload a structured file to review the available metrics, comparisons, and charts, then open the focused workflow that matches your reporting goal.