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Power BI for HR: HR Workforce Dashboard 

AIHR - Academy to Innovate HR
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📊 Learn how to create an HR dashboard in Power BI! Even if you have no experience with Power BI, this video helps you turn spreadsheets into an interactive HR dashboard.
Power BI is an incredible tool for HR professionals.
- Do you want to feel more confident in your HR strategy?
- Are you struggling to win over your stakeholders?
- Or are you facing tough HR challenges that you just can’t seem to beat?
Backing up your HR expertise with cold hard data is a great way to create clarity and confidence. And an interactive HR dashboard makes it even easier for you to use data to uncover issues and convince stakeholders - no need to crunch the numbers yourself.
So how do you do it?
Erik van Vulpen (Dean of AIHR) will walk you through the 11-step process to turn Excel sheets into powerful HR dashboards in Power BI. He provides a clear explanation of each step, along with a screen recording so you can easily copy the steps yourself at your own pace.
Download the data set to practice with here: aihr.ac/3X8Upvo
By the end of this video, you will have learned:
- How to use AI in Power BI to answer your reporting questions
- How to easily create visuals for your data
- How to load different data sources in Power BI
- How to create reports on reasons for quitting, performance rating, and more
- How to perform a turnover analysis
- And how to bring reports together into a basic interactive HR dashboard
So don’t be intimidated by Power BI’s many options. Learn how to create useful dashboards from scratch, even with no experience.
Curious what else Power BI and Excel can do for you as an HR professional?
The People Analytics Certificate Program is great for taking your HR data skills to the next level. Get more information and watch preview lessons here: aihr.ac/3yVHGSI
It doesn’t end with Certificate Programs, either. AIHR provides the resources, community, and events you need to hit your HR career goals. Learn more about AIHR at www.aihr.com.

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5 июн 2024

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Комментарии : 8   
@Onik88823
@Onik88823 24 дня назад
Thank you, very useful indeed.
@power-reconcile
@power-reconcile Месяц назад
Really helpful, thanks for sharing!
@977Orxan
@977Orxan Месяц назад
super thanks a lot for open-sharing Eric and all AIHR staff!
@RuthMacaulay-kl4lu
@RuthMacaulay-kl4lu Месяц назад
Thanks for the video
@leahclarke5968
@leahclarke5968 Месяц назад
This was really practical! :)
@aalaagamalel-din9003
@aalaagamalel-din9003 11 дней назад
Hi Erik , please ,What is the minimum appropriate period of data collected to get sufficient analysis if a company doesn’t have this data and is going to start collecting this information ,can you get sufficient analysis from 6 months data or less or the minimum period is two years ?
@AIHRAcademytoInnovateHR
@AIHRAcademytoInnovateHR 11 дней назад
Great question! The amount of data needed depends on the analysis. Six months can be enough for short-term trends and forecasting, but longer periods (like two years) are better for identifying long-term patterns and ensuring statistical significance. The more data you collect, the better you will be at measuring metrics and extrapolating trends. My golden rule is that some data is better than no data! - Erik
@aalaagamalel-din9003
@aalaagamalel-din9003 11 дней назад
@@AIHRAcademytoInnovateHR thank you so much for the great ,useful video and for your reply 🌷
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