Movements and Change Dashboard

The Movements and Change dashboard helps you track and analyse workforce mobility across your organisation. Use this dashboard to monitor job changes, attribute modifications, employee transitions, and overall workforce fluidity to support workforce planning and organisational agility.

This dashboard is designed for HR leaders, workforce planning analysts, and talent management teams who need to understand how roles, responsibilities, and employee circumstances evolve over time.

To request a demo or explore other Analytics capabilities, reach out to your account manager.

Top Line KPI Metrics

The dashboard displays four key performance indicators that provide a comprehensive view of workforce movements and changes:

Job Attribute Change Events – Total count of individual attribute modifications to employee jobs. Each change to job title, location, pay grade, remuneration, or employment conditions represents one event. Measures the volume of job-related changes across your workforce.

Job Change Events – Total count of distinct dates when one or more job attributes changed. Groups attribute changes that occurred simultaneously into single events. Measures how many times employees experienced job transitions regardless of how many attributes changed.

Headcount with Change Event – Total number of active employees who experienced at least one job change during the selected period. Indicates how many individuals were affected by workforce movements regardless of how many changes they experienced.

Mobility Rate – Percentage of active workforce that experienced a change event. Calculated as headcount with changes divided by total active headcount. Indicates overall workforce fluidity and the pace of organisational change.

Visualisations

The dashboard is organised across three tabs providing different perspectives on workforce movements.

Filters

Use filters to narrow your analysis to specific time periods, employee segments, organizational units, or change types:

Date-based filters:

• Date (default: last 365 days) – Filter data by specific date ranges to analyze change patterns over time

Organizational filters:

• Business Entity – Filter by legal entity or company
• Business Unit – Filter by department or division
• Location – Filter by office, region, or geographic location
• Supervisor Name – Filter by reporting manager to analyze team changes
• Supervisor Status – Filter by manager employment status

Job characteristics:

• Position Title – Filter by role or job title
• Pay Grade – Filter by salary band or grade level
• Employment Condition – Filter by employment type (full-time, part-time, casual, contractor)
• Work Class – Filter by work classification category
• Work Type – Filter by work arrangement (permanent, temporary, fixed-term)
• Work Right – Filter by visa or work authorization status
• Probation Status – Filter by probationary period status
• FTE – Filter by full-time equivalent percentage

Demographic filters:

• Age Group – Filter by employee age bands
• Gender – Filter by employee gender
• Leave Type – Filter to analyze changes for employees on specific leave types

Change-specific filters:

• Attribute Type – Filter by type of change (job attributes, remuneration changes)
• Change Event – Filter by specific changes (base salary, location, position title, pay grade, employment condition, FTE, supervisor, work class, pay cycle, additions, etc.)

Deep Dive Options

The Deep Dive tab includes a dynamic parameter called Show Deep Dive By that lets you slice all visualisations by different dimensions. Select from these options to compare mobility patterns across segments:

• Business Entity
• Business Unit
• Department
• Location
• Supervisor Name
• Position Title
• Pay Grade
• Employment Condition
• Age Group
• Gender
• Attribute Type
• Change Event
• Custom fields for Employees

This parameter updates all Deep Dive visualisations simultaneously, making it easy to identify which teams, locations, or roles experience the most changes and compare mobility rates across organisational segments.

[Screenshot: Deep Dive tab with Show Deep Dive By parameter selector]

Understanding Key Calculations

Change Event Definitions

Job Attribute Change Event represents a single modification to an employee's job, job conditions, or remuneration. Each time a specific attribute changes (e.g., pay grade updated, location transferred, base salary adjusted), one event is recorded. If multiple attributes change simultaneously, each change counts as a separate event.

Job Change Event groups all attribute changes that occurred on the same date for the same job into a single event. When an employee receives a promotion involving title change, pay grade increase, and salary adjustment all effective on the same date, this counts as one job change event consisting of three attribute change events.

Change Event (shown in filter) represents the specific type of modification including base salary, pay grade, location, position title, employment condition, FTE, supervisor, work class, pay cycle, review cycle, remuneration type, additions, base hourly rate, and remuneration breakdowns.

Mobility Metrics

Headcount with Change Event counts unique active employees who experienced at least one job change during the selected period. An employee who had multiple changes (e.g., location transfer in January and promotion in March) counts once in this metric. This indicates how many individuals were affected by workforce movements.

Mobility Rate divides headcount with changes by total active headcount to calculate the percentage of workforce experiencing mobility. Higher rates indicate more organisational fluidity and frequent role changes, while lower rates suggest workforce stability. Typical causes of high mobility include organisational restructures, growth phases, or seasonal business cycles.

Starters and Leavers

Starters represents new hires joining the organisation (new job records created). This includes external hires and internal transfers into new positions.

Leavers represents employees departing the organisation (job end dates recorded). This includes voluntary resignations, terminations, retirements, and internal transfers out of positions.

The net difference between starters and leavers indicates workforce growth (positive) or reduction (negative) for the period.

Attribute Types

Changes are categorized into two main attribute types:

Job Attributes – Non-compensation changes including position title, location, employment condition, FTE, work class, work type, work right, supervisor, pay grade, pay cycle, and review cycle. These modifications reflect role changes, organisational structure adjustments, or employment term updates.

Remuneration Changes – Compensation-related modifications including base salary, base hourly rate, remuneration type, additions (bonuses, allowances), and remuneration breakdowns by amount or rate. These changes reflect pay adjustments, promotions, market corrections, or incentive plan updates.

Time and Effective Dating

All change metrics use the effective date of the change (when the change took effect) rather than the date the change was processed or approved. This ensures metrics reflect when organisational impact occurred, not administrative timing.

The dashboard tracks changes over time using monthly aggregations. Month-to-month comparisons in KPI tiles show whether change volumes and mobility rates are increasing or decreasing, helping identify trends in workforce fluidity.

Related Articles

• HR Analytics Dashboard - Financial Planning (link TBD after publishing)
• HR Analytics Dashboard - Active Vacancies
• Talent Analytics Dashboard - Hiring
• Feature Overview - Humanforce Analytics

Additional Information

To request a demo of Humanforce Analytics, reach out to your account manager.

To stay informed as new capabilities are launched, subscribe for updates on What's New.