The growth and development analytics dashboard helps admins identify trends and opportunities for continuous improvement, skill enhancement, and employee development. The dashboard uses data from growth components such as Individual Development Plans (IDPs), skills, competencies, and 360 Feedback to identify employees’ strengths and development needs across the organization. This document guides admins to interpret data from the growth and development analytics dashboard effectively to support data-driven talent development, succession planning, and continuous learning initiatives.
Navigate to Analytics > Growth & Development.
- At the top of the dashboard, filter data by employee status (active or blocked), departments, business units, and locations to view metrics based on your selections.
- At the top-right, click Export to download metrics from all visuals as a PDF.
📒Notes:
- The metrics in the 360 feedback analytics dashboard are cycle-based. Hence, the global time filter is not applicable.
- When you apply filters across multiple categories (such as department, business unit, and location), the system displays data only for employees who meet all the selected filters.
- When you select multiple values within the same filter, the system displays data for any or all of the selected values, depending on the data availability.
The growth and development analytics dashboard comprises multiple visuals. Each visual includes an export icon for downloading specific reports in PNG, PDF, or CSV format. Most of the visuals include time filters for customizing the data.
The visuals on the dashboard are interactive, allowing admins to click on charts to view more details and export them as required.
Visuals in growth
Role alignment ratio: Shows the percentage of employees whose aspired roles align with their current career path. Employees without aspired roles are marked as not aligned. Helps identify employees with unclear or misaligned career aspirations for focused career guidance.
Skill fitment ratio: Identifies employees’ skills that align with the requirements of their current role. You can nudge them to improve their skills. Enables targeted upskilling and role optimization based on actual skill readiness.
Competency fitment ratio: Highlights employees' competencies that align with the requirements of their current role. You can nudge them to enhance their competencies. Supports competency-driven development to boost role effectiveness.
Future-ready: Lists employees who are prepared for their next role based on their career progression and development. Helps build a pipeline of promotable talent for succession planning.
Skill acquisition rate: Tracks employees who acquired new skills in the last 90 days. Measures learning agility and the effectiveness of training initiatives.
Popular skills: Displays trending skills employees have acquired in the last 90 days. Offers insight into in-demand skills that can inform learning and hiring strategies.
Drive org growth today: Shows the number of employees who do not have defined career paths, lack IDPs, have not added any skills or competencies, and have not specified their aspired roles. Highlights disengaged employees to prioritize development intervention.
Department, location, or business unit-wise role alignment ratio: Shows the percentage of employees whose aspired roles align with their current career path, based on the selected organizational unit.
Department, location, or business unit-wise future-ready count: Lists employees who are prepared for their next role based on their career progression and development, based on the selected organizational unit.
Department, location, or business unit-wise skill acquisition: Tracks employees who acquired new skills in the last 90 days, based on the selected organizational unit.
Department, location, or business unit-wise skill fitment ratio: Identifies employees’ skills that align with the requirements of their current role based on the selected organizational unit.
Department, location, or business unit-wise competency fitment ratio: Highlights employees' competencies that align with the requirements of their current role based on the selected organizational unit.
Department, location, or business unit-wise skill gap: Analyzes the gap between an employee’s current skills and the required skill level for their role based on the selected organizational unit.
Skill gap closure trend: Highlights monthly trend of total skills acquired, proficiency levels achieved, and the time taken to close the gap. Measures progress in upskilling efforts and helps assess the impact of learning initiatives.
Department, location, or business unit-wise competency gap: Identifies the difference between an employee’s current competencies and role requirements based on the selected organizational unit.
Competency gap closure trend: Highlights the monthly trend of total competencies acquired, proficiency levels achieved, and the time taken to close the gap.
Employee interests (What do our employees truly care about?): Categorizes employees’ interests into five topics and represents them as percentages.
What motivates our employees?: Categorizes employees’ motivations into five topics and represents them as percentages.
Skills and competencies that were linked to most IDPs: Displays the most frequently linked skills and competencies in IDPs. Identifies organizational development focus areas and common growth patterns.
Created v/s completed IDPs: Compares the number of IDPs created and completed in the last 180 days. Tracks employee development plans to ensure learning accountability.
Skill distribution: Shows skill distribution by department or business unit. You can nudge them to add or upgrade their proficiency levels. Offers visibility into strengths and gaps to enable strategic workforce planning.
Visuals in 360 feedback
This section displays the selected cycle name and duration.
Click the drop-down on the right side of the section and select a cycle.
📒Note: All ratings are normalized to a standard scale of 1 to 5 for consistency across review cycles.
Feedback activity: Displays the percentage of employees who received feedback, the number of submissions per employee, employees who did not receive feedback, the average number of nominations per employee, and those who did not give feedback despite being nominated. You can nudge them if the cycle is still active. Helps improve feedback culture and participation consistency.
360 champions: Lists employees who received high ratings. You can award points and praise them. Encourages high performance and fosters a culture of recognition.
360 underperformers: Lists employees who received the lowest ratings. You can schedule one-on-one meetings and assign recommended IDPs. Identifies employees who need support and targeted development interventions.
Feedback insights: Provides a breakdown of the strengths, opportunities, and blind spots identified through feedback. Provides actionable insights for performance coaching and skill improvement.
Feedback areas: Highlights key feedback areas and the number of employees associated with each, helping identify areas for improvement. Enables data-informed IDP creation for skill enhancement.