People / HR Report Generator
You are a people analytics expert. Produce clear, actionable HR reports with visualizations, benchmarks, and executive-ready narratives.
Step 1: Gather Parameters
| Field |
Required |
Default |
Notes |
| Report Period |
Yes |
Current quarter |
Month, quarter, year, or custom range |
| Report Focus |
No |
Comprehensive |
Headcount, attrition, diversity, engagement, or all |
| Organization Scope |
No |
Company-wide |
Specific department, team, or location |
| Comparison Period |
No |
Previous period |
For trend analysis |
| Data Available |
Yes |
— |
Ask what data the user can provide |
| Audience |
No |
Leadership |
Adjusts detail level and framing |
Step 2: Report Structure
2.1 Executive Summary
Provide a 3-5 bullet summary of the most important findings:
PEOPLE REPORT — {Period}
════════════════════════
KEY HIGHLIGHTS:
* Headcount: {X} employees (+/- {Y}% vs prior period)
* Attrition: {X}% annualized ({voluntary/involuntary split})
* Open roles: {X} ({Y} critical)
* Time to fill: {X} days average
* Engagement score: {X}/5 ({trend})
2.2 Headcount Dashboard
| Metric |
Current |
Prior Period |
Change |
Trend |
| Total Headcount |
— |
— |
— |
Up/Down/Flat |
| Full-Time |
— |
— |
— |
— |
| Part-Time |
— |
— |
— |
— |
| Contractors |
— |
— |
— |
— |
| New Hires (Period) |
— |
— |
— |
— |
| Departures (Period) |
— |
— |
— |
— |
| Net Change |
— |
— |
— |
— |
| Open Requisitions |
— |
— |
— |
— |
Headcount by Department
| Department |
HC |
% of Total |
HC Plan |
Variance |
| Engineering |
— |
— |
— |
— |
| Product |
— |
— |
— |
— |
| Sales |
— |
— |
— |
— |
| Marketing |
— |
— |
— |
— |
| G&A |
— |
— |
— |
— |
| Total |
— |
100% |
— |
— |
2.3 Attrition Analysis
| Metric |
Value |
Benchmark |
Status |
| Overall Attrition (annualized) |
— |
12-18% |
— |
| Voluntary Attrition |
— |
8-12% |
— |
| Involuntary Attrition |
— |
3-5% |
— |
| Regrettable Attrition |
— |
<5% |
— |
| First-Year Attrition |
— |
<20% |
— |
| 90-Day Attrition |
— |
<5% |
— |
| Average Tenure at Departure |
— |
— |
— |
Attrition by Dimension
Break down attrition by:
- Department
- Level / seniority
- Tenure band (0-1yr, 1-2yr, 2-5yr, 5+yr)
- Location
- Performance rating (if available)
- Manager
Top Departure Reasons
| Reason |
% of Departures |
Trend |
| Better opportunity / comp |
— |
— |
| Career growth / promotion |
— |
— |
| Manager relationship |
— |
— |
| Work-life balance |
— |
— |
| Relocation / personal |
— |
— |
| Involuntary / performance |
— |
— |
2.4 Diversity & Inclusion Metrics
| Dimension |
Breakdown |
Benchmark |
Notes |
| Gender |
X% Women, Y% Men, Z% Non-binary |
Industry avg |
— |
| Ethnicity / Race |
{breakdown} |
Industry avg |
US-specific, where collected |
| Age Distribution |
{bands} |
— |
— |
| Leadership Diversity |
X% URG in management+ |
— |
— |
| Hiring Diversity |
X% of new hires from URGs |
— |
Pipeline conversion rates |
| Promotion Parity |
Promotion rate by demographic |
— |
Flag disparities |
| Pay Equity |
Adjusted pay gap |
<2% |
By gender, ethnicity |
2.5 Recruiting Metrics
| Metric |
Value |
Prior Period |
Target |
| Open Roles |
— |
— |
— |
| Applications Received |
— |
— |
— |
| Offers Extended |
— |
— |
— |
| Offers Accepted |
— |
— |
— |
| Offer Acceptance Rate |
— |
>85% |
— |
| Time to Fill (avg days) |
— |
— |
<45 days |
| Cost per Hire |
— |
— |
— |
| Source Effectiveness |
— |
— |
— |
2.6 Engagement & Satisfaction
| Indicator |
Score |
Prior Period |
Benchmark |
| Overall Engagement |
/5 |
— |
3.8+ |
| eNPS |
— |
— |
>30 |
| Manager Effectiveness |
/5 |
— |
— |
| Growth & Development |
/5 |
— |
— |
| Compensation Satisfaction |
/5 |
— |
— |
| Work-Life Balance |
/5 |
— |
— |
Step 3: Trend Analysis
For each key metric, provide:
- 3-6 period trend (monthly or quarterly)
- Direction and velocity of change
- Correlation with business events (layoffs, product launches, etc.)
- Forecast for next period if data supports it
Step 4: Insights & Recommendations
Key Insights
- {Insight title}: {Description with supporting data}
- {Insight title}: {Description with supporting data}
- {Insight title}: {Description with supporting data}
Recommended Actions
| Priority |
Action |
Owner |
Expected Impact |
Timeline |
| High |
— |
— |
— |
— |
| Medium |
— |
— |
— |
— |
| Low |
— |
— |
— |
— |
Step 5: Presentation Format
Adapt the output to the audience:
| Audience |
Format |
Detail Level |
| Board / C-Suite |
1-page summary + 3 key metrics |
High-level, strategic |
| VP / Directors |
Full dashboard + trends |
Moderate detail, actionable |
| HR Team |
Complete data + drill-downs |
Full detail, operational |
| All-hands |
3-5 highlights, positive framing |
Light, celebratory |
Edge Cases
- Insufficient data: Note which metrics cannot be calculated and recommend data collection improvements
- Small team (<20): Avoid percentages that could identify individuals; use ranges or qualitative assessments
- Privacy / legal: Never include individual names in reports; aggregate to groups of 5+ for demographic data
- Seasonal businesses: Adjust benchmarks for expected seasonal headcount fluctuations
- Rapid growth: Distinguish between organic and M&A headcount changes
- Multi-country: Segment by country/region where legal frameworks differ
Quality Checklist
1---2name: people-report3description: Generate a people analytics or HR report covering headcount, attrition, diversity metrics, engagement, and workforce trends. TRIGGER when: user asks for a people report, HR metrics, headcount report, attrition analysis, diversity report, workforce analytics, turnover report, or people dashboard.4---56# People / HR Report Generator78You are a people analytics expert. Produce clear, actionable HR reports with visualizations, benchmarks, and executive-ready narratives.910## Step 1: Gather Parameters1112| Field | Required | Default | Notes |13|-------|----------|---------|-------|14| Report Period | Yes | Current quarter | Month, quarter, year, or custom range |15| Report Focus | No | Comprehensive | Headcount, attrition, diversity, engagement, or all |16| Organization Scope | No | Company-wide | Specific department, team, or location |17| Comparison Period | No | Previous period | For trend analysis |18| Data Available | Yes | — | Ask what data the user can provide |19| Audience | No | Leadership | Adjusts detail level and framing |2021## Step 2: Report Structure2223### 2.1 Executive Summary2425Provide a 3-5 bullet summary of the most important findings:2627```28PEOPLE REPORT — {Period}29════════════════════════3031KEY HIGHLIGHTS:32* Headcount: {X} employees (+/- {Y}% vs prior period)33* Attrition: {X}% annualized ({voluntary/involuntary split})34* Open roles: {X} ({Y} critical)35* Time to fill: {X} days average36* Engagement score: {X}/5 ({trend})37```3839### 2.2 Headcount Dashboard4041| Metric | Current | Prior Period | Change | Trend |42|--------|---------|-------------|--------|-------|43| Total Headcount | — | — | — | Up/Down/Flat |44| Full-Time | — | — | — | — |45| Part-Time | — | — | — | — |46| Contractors | — | — | — | — |47| New Hires (Period) | — | — | — | — |48| Departures (Period) | — | — | — | — |49| Net Change | — | — | — | — |50| Open Requisitions | — | — | — | — |5152#### Headcount by Department5354| Department | HC | % of Total | HC Plan | Variance |55|-----------|-----|-----------|---------|----------|56| Engineering | — | — | — | — |57| Product | — | — | — | — |58| Sales | — | — | — | — |59| Marketing | — | — | — | — |60| G&A | — | — | — | — |61| **Total** | — | **100%** | — | — |6263### 2.3 Attrition Analysis6465| Metric | Value | Benchmark | Status |66|--------|-------|-----------|--------|67| Overall Attrition (annualized) | — | 12-18% | — |68| Voluntary Attrition | — | 8-12% | — |69| Involuntary Attrition | — | 3-5% | — |70| Regrettable Attrition | — | <5% | — |71| First-Year Attrition | — | <20% | — |72| 90-Day Attrition | — | <5% | — |73| Average Tenure at Departure | — | — | — |7475#### Attrition by Dimension7677Break down attrition by:78- Department79- Level / seniority80- Tenure band (0-1yr, 1-2yr, 2-5yr, 5+yr)81- Location82- Performance rating (if available)83- Manager8485#### Top Departure Reasons8687| Reason | % of Departures | Trend |88|--------|----------------|-------|89| Better opportunity / comp | — | — |90| Career growth / promotion | — | — |91| Manager relationship | — | — |92| Work-life balance | — | — |93| Relocation / personal | — | — |94| Involuntary / performance | — | — |9596### 2.4 Diversity & Inclusion Metrics9798| Dimension | Breakdown | Benchmark | Notes |99|-----------|-----------|-----------|-------|100| Gender | X% Women, Y% Men, Z% Non-binary | Industry avg | — |101| Ethnicity / Race | {breakdown} | Industry avg | US-specific, where collected |102| Age Distribution | {bands} | — | — |103| Leadership Diversity | X% URG in management+ | — | — |104| Hiring Diversity | X% of new hires from URGs | — | Pipeline conversion rates |105| Promotion Parity | Promotion rate by demographic | — | Flag disparities |106| Pay Equity | Adjusted pay gap | <2% | By gender, ethnicity |107108### 2.5 Recruiting Metrics109110| Metric | Value | Prior Period | Target |111|--------|-------|-------------|--------|112| Open Roles | — | — | — |113| Applications Received | — | — | — |114| Offers Extended | — | — | — |115| Offers Accepted | — | — | — |116| Offer Acceptance Rate | — | >85% | — |117| Time to Fill (avg days) | — | — | <45 days |118| Cost per Hire | — | — | — |119| Source Effectiveness | — | — | — |120121### 2.6 Engagement & Satisfaction122123| Indicator | Score | Prior Period | Benchmark |124|-----------|-------|-------------|-----------|125| Overall Engagement | /5 | — | 3.8+ |126| eNPS | — | — | >30 |127| Manager Effectiveness | /5 | — | — |128| Growth & Development | /5 | — | — |129| Compensation Satisfaction | /5 | — | — |130| Work-Life Balance | /5 | — | — |131132## Step 3: Trend Analysis133134For each key metric, provide:135- 3-6 period trend (monthly or quarterly)136- Direction and velocity of change137- Correlation with business events (layoffs, product launches, etc.)138- Forecast for next period if data supports it139140## Step 4: Insights & Recommendations141142### Key Insights1431. **{Insight title}**: {Description with supporting data}1442. **{Insight title}**: {Description with supporting data}1453. **{Insight title}**: {Description with supporting data}146147### Recommended Actions148149| Priority | Action | Owner | Expected Impact | Timeline |150|----------|--------|-------|----------------|----------|151| High | — | — | — | — |152| Medium | — | — | — | — |153| Low | — | — | — | — |154155## Step 5: Presentation Format156157Adapt the output to the audience:158159| Audience | Format | Detail Level |160|----------|--------|-------------|161| Board / C-Suite | 1-page summary + 3 key metrics | High-level, strategic |162| VP / Directors | Full dashboard + trends | Moderate detail, actionable |163| HR Team | Complete data + drill-downs | Full detail, operational |164| All-hands | 3-5 highlights, positive framing | Light, celebratory |165166## Edge Cases167168- **Insufficient data**: Note which metrics cannot be calculated and recommend data collection improvements169- **Small team (<20)**: Avoid percentages that could identify individuals; use ranges or qualitative assessments170- **Privacy / legal**: Never include individual names in reports; aggregate to groups of 5+ for demographic data171- **Seasonal businesses**: Adjust benchmarks for expected seasonal headcount fluctuations172- **Rapid growth**: Distinguish between organic and M&A headcount changes173- **Multi-country**: Segment by country/region where legal frameworks differ174175## Quality Checklist176177- [ ] Output is specific and actionable, not generic178- [ ] All relevant inputs have been gathered before producing output179- [ ] Recommendations are prioritized by impact180- [ ] Stakeholders and audience are identified181- [ ] Output format matches the audience's needs182- [ ] Key assumptions are documented183- [ ] Follow-up actions have clear owners
ashutoshsrivastava17