HR management dashboard | Use case | Bloonde Soluciones Tecnológicas

People management in a growing SME typically relies on spreadsheets, emails, and the HR manager's memory. Headcount, turnover, performance, and satisfaction data is scattered — if it exists at all — and talent decisions are made without real visibility.

An HR management dashboard centralises all key people-management indicators in an interactive panel: current headcount, costs, turnover, performance, absenteeism, and team satisfaction. Information for making talent decisions based on data, not perceptions.

At Bloonde we help SMEs professionalise their people management with data. The result: reduced unwanted turnover, better workforce planning, and an HR team that shifts from operational to strategic.

HR management dashboard with performance and turnover indicators

The problem it solves

As an SME grows beyond 20–30 employees, people management becomes complex. Data is spread across payroll software, spreadsheets, performance reviews in Word documents, and email surveys. The HR manager spends more time collecting data than analysing it.

Without consolidated indicators, turnover, disengagement, or staffing imbalance issues are detected too late — when the employee has already resigned or the department is already overwhelmed.

Scattered workforce data

Employee information is spread across payroll, contracts, reviews, and disconnected spreadsheets.

Turnover without root-cause analysis

Turnover is known to exist, but it's not rigorously measured or analysed by cause, department, or time trend.

Manual performance reviews

Reviews are done in Word or Excel, never consolidated — making it impossible to track progression, spot patterns, or identify talent.

Blind workforce planning

Hiring decisions are made reactively when a department is overwhelmed, without workload data or forecasting.

Unmeasured satisfaction

Employee engagement surveys are done once a year (if at all) and results are analysed weeks later, when corrective actions are already too late.

How it works

We implement your HR dashboard in 4 phases:

01

People data & KPI audit

We identify all HR data sources (payroll, contracts, reviews, surveys), define the key KPIs, and design the dashboard structure tailored to your organisation.

02

Data source integration

We connect payroll software, performance review systems, engagement surveys, and any other relevant source into a centralised people data warehouse.

03

HR dashboard development

We build the dashboard with headcount, personnel costs, turnover, absenteeism, performance, and satisfaction indicators — with filters by department, tenure, category, and period.

04

Go-live & evolution

We deploy the dashboard, train the HR team and leadership, and configure automatic alerts for critical indicators such as high turnover or out-of-range absenteeism.

Key benefits

Complete view of your workforce

Current headcount, distribution by department, contract type, tenure, and personnel costs — all in a single, up-to-date panel.

Turnover under control

Measure turnover rate by department and period, identify trends, and detect early warning signs before it's too late.

Visible, comparable performance

Consolidate performance reviews to track progression, compare across teams, and identify high-potential talent.

Measured team satisfaction

Periodic engagement surveys integrated into the dashboard with time-based trends and segmentation by area for precise action.

Informed workforce planning

Workload data, vacancies, upcoming retirements, and seasonality for planning hires in advance.

HR as a strategic function

With consolidated data, the HR team evolves from an operational department into a strategic partner for leadership.

Technologies we use

Power BI / Metabase

Interactive HR dashboards with headcount, turnover, performance, and satisfaction indicators filtered by multiple dimensions.

Payroll software APIs

Integration with payroll systems (A3, Sage, Factorial, Personio) for automated ingestion of workforce and cost data.

Google Forms / Typeform + automation

Employee engagement surveys with automated collection and direct feed into the data warehouse for real-time analysis.

PostgreSQL / MySQL

People data warehouse that securely centralises payroll, review, survey, and contract data with access control.

Laravel + PHP

Backend for permissions logic, sensitive data anonymisation, and automated periodic report generation.

Case study: services company with high turnover

Scenario

A professional services company with 85 employees was experiencing a 22% annual turnover rate — well above the industry average. The HR department (2 people) had no consolidated data to analyse the causes, and exit interviews were filed without analysis.

Challenge

Reduce unwanted turnover by identifying patterns (departments, tenure, reasons for leaving) and acting preventively on risk factors.

Solution

We implemented an HR dashboard with turnover indicators by department and tenure, automated quarterly engagement surveys, and an early flight-risk alert system based on historical patterns. We integrated data from Factorial (payroll) and biannual performance reviews.

-8 pts

Annual turnover

+12 pts

Employee satisfaction

€45,000

Turnover cost saved

-40%

HR management time

Frequently asked questions

Is it compatible with my payroll software?

We integrate with the leading payroll and HR management systems on the market: A3, Sage, Factorial, Personio, Bizneo, and any system that allows data export or has an API.

How is personal data protected?

We implement anonymisation for aggregate analysis, role-based access control (only HR and leadership see individual data), encryption in transit and at rest, and strict GDPR compliance.

From how many employees does it make sense?

We recommend this type of solution from 25–30 employees onwards, which is when manual management starts becoming inefficient. For smaller companies, we propose lighter solutions.

Can employees see their own data?

An employee portal can be configured with limited access to their own performance, training, and feedback data. The level of access is fully configurable.

Does it include engagement surveys?

Yes. We set up automated periodic surveys with validated questions (eNPS, satisfaction by area) and results are integrated directly into the dashboard to track trends over time.

How long does implementation take?

Between 4 and 6 weeks. The first phase of auditing and payroll integration is usually ready in 2 weeks. The complete dashboard with reviews and surveys requires an additional 2–4 weeks.