24 Nov Analytics in MintHCM: which HR metrics to track and how to design dashboards that support business decisions.
An analytics strategy in MintHCM should focus on a compact set of HR KPIs directly connected to business goals and expose them through dashboards built on the system’s reporting and Advanced Reports modules. Properly designed dashboards combine operational views for HR with synthetic, decision-oriented cockpits for executives.
Role of analytics in MintHCM
MintHCM centralizes data from recruitment, time management, performance, competencies, employer branding and the broader Employee Journey, which makes it a natural source for people analytics. The platform includes standard Reports, an Advanced Reports module with SQL/PHP extensions, and the ability to expose results as tables, charts and dashlets on user dashboards.
Core recruitment and staffing KPIs
In the recruitment area, organizations usually monitor time-to-hire, cost-per-hire and pipeline efficiency to assess how quickly and economically vacancies are filled. MintHCM supports this by tracking requisitions, candidates, hiring stages and related activities, which can be aggregated into reports and visualizations for HR and line managers.
For staffing and headcount control, basic but essential indicators include total headcount, new hires, exits, and turnover rate by unit, location, and role. These metrics can be derived from the Employees module and related structures in MintHCM, where organizational units, employment relationships and changes in status are recorded.
Working time and productivity indicators
Because MintHCM covers work schedules, attendance, and time spent on tasks, it enables a detailed analysis of working time. Typical KPIs include absence rate, overtime volume, utilization of planned working time and distribution of hours across projects or activities.
Such indicators, visualized in dashboards, support decisions on resource allocation, staffing levels and workload balancing at team level. They also help identify anomalies such as chronic overtime or underutilization, which can be addressed through scheduling changes or process improvements.
Performance, competencies, and development KPIs
MintHCM stores information on performance goals, assessments, competencies, and certificates linked directly to employee records. This enables KPIs such as goal competition rate, distribution of performance ratings, competency coverage for key roles and certification compliance rates.
On the development side, organizations often measure training participation, training hours per employee and the share of employees who improved specific competencies in a given period. Combined with performance metrics, these indicators show whether development investments translate into observable improvement and readiness for internal promotions.
Retention, engagement, and employer branding KPIs
For retention, common measures include voluntary turnover, early turnover (within the first 6-12 months) and internal mobility rate. In MintHCM, these can be calculated from employee lifecycle data and transfers between units of roles.
MintHCM also supports employer branding and Employee Journey mapping, where HR can define campaigns, touchpoints, goals, and KPIs. Dashboards in this area often track reach and participation in internal initiatives, outcomes of engagement survey and the impact of branding activities on recruitment efficiency and retention.
Principles for selecting HR KPIs
Selecting the right subset of metrics is more important than measuring everything that is technically possible. Good practice is to focus on a compact portfolio of 5-10 core KPIs per area that directly reflect strategic objectives, such as growth, cost control, quality, or innovation.
It is also recommended to link operational indicators (e.g., time-to-hire, absence rate) with higher-level business outcomes (e.g., project delays, revenue per employee). In MintHCM this means designing reports that can be filtered by business-relevant segments such as unit, role, location, or key project assignment.
Reporting tools in MintHCM
MintHCM offers two main layers of reporting: standard Reports and the Advanced Reports module. Standard Reports cover typical tabular overviews with filtering and sorting, while Advanced Reports enable complex joins across modules, calculated fields using SQL or PHP functions, and export to formats such as CSV or XLSX.
Practically all structured data in the system can be turned into charts or tables, excluding only rich text descriptions. Generated reports can be scheduled for automatic distribution, which supports recurring management routines such as weekly HR reviews or monthly board meetings.
Building decision-support dashboards
Dashboards in MintHCM consist of configurable dashlets, including report summaries and charts, that users can arrange and personalize. Administrators can prepare dashboard templates and manage deployments, creating standard layouts for roles such as HR Business Partner, recruiter, or line manager.
For executives, dashboards typically focus on high-level KPIs with minimal drill-down, emphasizing trends, thresholds, and deviations. Operational dashboards for HR teams usually include more detailed tables and filters, enabling daily monitoring of recruitment pipelines, absences or expiring certificates.
Practical steps for dashboard design in MintHCM
A practical workflow starts with defining the decision or management routine that the dashboard should support, then listing specific questions it must answer. For each question, a corresponding report is built in Advanced Reports, selecting the main module (e.g., Employees, Time Management, Recruitment), related modules and fields required for grouping and calculation.
Once the reports are in place, HR configures visualizations (tables, bar charts, line charts, pie charts or tree views) and adds them as dashlets to -the relevant dashboard. After testing with a pilot group of users, the dashboard template can be refined and then deployed more widely using the built-in Dashboard Management tools.
Ensuring data quality and adoption
Reliable analytics depends on data completeness and consistent use of the system by HR and managers. Organizations using MintHCM often introduce basic data governance rules, such as mandatory fields in key modules, standardized status values and clear ownership for maintaining employee, time, and recruitment records.
To promote adoption, it is useful to embed dashboards into existing management processes, for example by using MintHCM dashboards as the default starting point for regular HR and leadership meetings. Training sessions for HR and line managers can focus not only on tool navigation, but also on interpreting KPIs and linking them to actionable decisions.