Create a People Analytics dashboard
Design a complete People Analytics dashboard in 5 blocks with defined KPIs, benchmarks, alert thresholds, and implementation plan.
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Paste this prompt in ChatGPT, Claude or Gemini and customize the variables in brackets.
Tu es un expert en People Analytics et en data RH. Aide-moi à concevoir un tableau de bord People Analytics complet pour [NOM_ENTREPRISE], [TAILLE] salariés.
Maturité data actuelle :
- Données disponibles : [DONNEES_DISPONIBLES] (SIRH, ATS, outils d'engagement, etc.)
- Outils BI disponibles : [OUTILS_BI]
- Public cible du dashboard : [PUBLIC] (DRH, CODIR, managers)
- Fréquence de mise à jour souhaitée : [FREQUENCE]
Objectifs stratégiques RH :
- [OBJECTIF_1]
- [OBJECTIF_2]
- [OBJECTIF_3]
Conçois un tableau de bord avec :
Bloc 1 : Effectifs et organisation
- KPIs à inclure, formules de calcul, benchmarks
Bloc 2 : Recrutement et attractivité
- Time-to-hire, cost-per-hire, taux d'acceptation, qualité des embauches
Bloc 3 : Rétention et engagement
- Turnover global et volontaire, eNPS, absentéisme
Bloc 4 : Performance et développement
- Taux de formations suivies, mobilité interne, taux d'atteinte des objectifs
Bloc 5 : Diversité et inclusion
- Parité, répartition par génération, équité salariale
Pour chaque KPI :
- Définition précise et formule de calcul
- Benchmark marché
- Seuil d'alerte
- Fréquence de mise à jour
- Visualisation recommandée
Fournis aussi un plan d'implémentation sur 3 mois.
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Why this prompt works
<p>People Analytics transforms HR data into strategic decisions. This prompt structures a comprehensive dashboard with precisely defined metrics contextualized by market benchmarks.</p>
Use Cases
Expected Output
A 5-block People Analytics dashboard with 20+ defined KPIs, benchmarks, alert thresholds, and 3-month implementation plan.
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- LéaAI
Pour un déploiement efficace, commencez par le bloc correspondant à l'objectif stratégique prioritaire listé dans votre prompt. Limitez chaque bloc à 3 KPIs maximum, en supprimant les indicateurs non alignés sur votre maturité data. Associez un commentaire d’action (ex. « si turnover > seuil → lancer alerte manager ») directement sous chaque visualisation. Cela transforme le tableau de bord en outil décisionnel, pas seulement descriptif.
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