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Description

HR Dashboards: Selecting Indicators, Ensuring Data Reliability and Driving Decisions

Two days to build a clear HR dashboard that genuinely supports executive decision-making

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Many HR dashboards accumulate figures that nobody comments on. Indicators are carried over year after year without anyone knowing which question they answer. Definitions vary from one department to another and the same headcount produces different results depending on the source consulted.

These 14 hours start from the decisions to be informed and work backwards to the indicators that are genuinely useful. Participants define each indicator with its calculation rule and scope, build a readable layout and work on the commentary that accompanies the figures. Each participant leaves with the layout of their own dashboard.

Learning objectives

  • Formulate the management questions the dashboard must answer
  • Select a limited number of relevant indicators for each recipient
  • Write the definition the scope and the calculation rule for each indicator
  • Build a readable and prioritised dashboard layout
  • Strengthen the data production chain and detect inconsistencies
  • Write an analytical commentary that leads to a decision

What makes this programme different

An approach that starts from the decisions to be taken rather than the data available
An indicator dictionary drafted during the programme for the participant's own scope
A commentary exercise in which figures must lead to a written recommendation

Programme

1Clarifying what the dashboard must illuminate

Starting from decisions rather than data

  • Identifying recipients and their recurring questions
  • Distinguishing between regulatory reporting operational monitoring and decision support
  • Choosing the production frequency and level of detail for each recipient
  • Critical review of the existing dashboard

2Selecting and defining indicators

A figure only exists through its definition

  • Indicator families covering headcount movements absenteeism payroll costs and learning
  • Drafting the definition the scope and the calculation rule
  • Choosing relevant comparisons over time and between entities
  • Interpretation limits and the risk of misreading figures

3Ensuring data reliability and building the layout

From source to presentation

  • Mapping available sources across the HRIS payroll and business tools
  • Consistency checks and handling breaks in data series
  • Automating extractions and reducing manual data entry
  • Formatting principles for reading at a glance

4Commenting distributing and sustaining the dashboard

Turning figures into decisions

  • Structure of an analytical commentary that explains a variation
  • Formulating clear and prioritised recommendations
  • Organising the distribution routine and the discussion with managers
  • Annual review of indicators and removal of those no longer used

Who is it for

HR managers and HR project officers as well as HR controllers and HRIS specialists involved in workforce reporting.

Prerequisites

Working in an HR or HR controlling role and handling workforce data on a regular basis

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.