Create people analytics reports for headcount, attrition, diversity, org health, and workforce risk. — Claude Skill
Uno skill Claude per Claude Code di Anthropic✓ — esegui /people-report in Claude·Aggiornato il 13 giu 2026·vmain@da04ccb
Turns HR data into leadership-ready people reports with executive summary, key metrics, detailed analysis, recommendations, methodology, and caveats.
- Supports headcount, attrition, diversity, and org health reports.
- Summarizes key people metrics with trend and caveat context.
- Highlights retention risk, span of control, team size, tenure, and engagement signals.
- Adds methodology so leadership knows how the numbers were calculated.
People data is exported into spreadsheets, but leadership gets numbers without context, caveats, or actions.
Run /people-report to turn HR data into a leadership-ready report with key metrics, trends, risks, recommendations, and methodology.
Per chi
Turn HR data into leadership-ready reports with trends, caveats, and recommended actions.
Vedi gli skill per questo ruoloUnderstand headcount, attrition, and manager-load signals without building a full people analytics function.
Vedi gli skill per questo ruoloSee workforce risks and reporting caveats before leadership review.
Vedi gli skill per questo ruoloCosa fa
Show current headcount by team, level, location, and manager.
Explain voluntary and regrettable turnover by team, tenure, and trend.
Review span of control, team size, flight risk, and manager load.
Come funziona
Clarify the people question leadership is trying to answer.
Collect HRIS export or pasted data: team, level, location, tenure, manager, start/end dates, and relevant attributes.
Calculate metrics and look for trends, outliers, risks, and caveats.
Produce executive summary, tables, detailed analysis, recommendations, and methodology.
Opzioni di input
Headcount, attrition, diversity, org health, or a custom people question.
Esempio
Report type: org health Employee data summary: - 184 employees, 22 managers, 9 departments - Engineering grew from 58 to 74 employees in Q2 - Support attrition: 4 voluntary exits out of 31 employees - 6 managers have 9+ direct reports - New-hire survey participation: 68% - eNPS moved from 24 to 17 Need: executive summary, key metrics, detailed analysis, recommendations, and methodology.
1. Headcount growth is concentrated in Engineering, which creates onboarding and manager-load pressure. 2. Support attrition is the highest people risk this quarter: 4 voluntary exits from a 31-person team. 3. Manager span of control is uneven. Six managers have 9+ direct reports, which may affect feedback quality and retention. 4. eNPS declined from 24 to 17 while new-hire survey participation is only 68%, so engagement signals should be interpreted with caution.
| Metric | Value | Trend | |---|---:|---| | Total headcount | 184 | Up | | Engineering headcount | 74 | Up from 58 | | Support voluntary attrition | 12.9% for quarter | Up / risk | | Managers with 9+ reports | 6 | Watch | | New-hire survey participation | 68% | Low confidence | | eNPS | 17 | Down from 24 |
Engineering added 16 employees in one quarter, so onboarding capacity and manager bandwidth should be reviewed. Support has the clearest retention concern: voluntary exits are concentrated in one function, not spread evenly across the company. Manager span of control is a cross-functional issue because large teams reduce coaching time and can lower review quality.
- Review Support exit themes and manager load before hiring more backfills. - Add onboarding buddy capacity for Engineering before the next cohort starts. - For managers with 9+ direct reports, decide whether to add team leads, split teams, or adjust meeting cadence. - Raise new-hire survey participation above 80% before treating sentiment trends as reliable.
Headcount counts active employees at quarter end. Attrition uses voluntary exits divided by average team headcount for the period. Span of control counts direct reports per listed manager. eNPS trend compares Q1 to Q2 survey results. Caveat: survey participation below 80% means engagement analysis is directional, not definitive.
Metriche migliorate
Funziona con
Analyze exported HR data when no HRIS connector is available.
Share approved report summaries with leadership or manager groups.
Use employee profiles, HR reports, and lifecycle data.
Pull employee records, org structure, headcount, tenure, and manager relationships.
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/people-report
If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate people analytics reports from your HR data. Analyze workforce data to surface trends, risks, and opportunities.
Usage
/people-report $ARGUMENTS
Report Types
Headcount: Current org snapshot — by team, location, level, tenure Attrition: Turnover analysis — voluntary/involuntary, by team, trends Diversity: Representation metrics — by level, team, pipeline Org Health: Span of control, management layers, team sizes, flight risk
Key Metrics
Retention
- Overall attrition rate (voluntary + involuntary)
- Regrettable attrition rate
- Average tenure
- Flight risk indicators
Diversity
- Representation by level, team, and function
- Pipeline diversity (hiring funnel by demographic)
- Promotion rates by group
- Pay equity analysis
Engagement
- Survey scores and trends
- eNPS (Employee Net Promoter Score)
- Participation rates
- Open-ended feedback themes
Productivity
- Revenue per employee
- Span of control efficiency
- Time to productivity for new hires
Approach
- Understand what question they're trying to answer
- Identify the right data (upload, paste, or pull from ~~HRIS)
- Analyze with appropriate statistical methods
- Present findings with context and caveats
- Recommend specific actions based on data
What I Need From You
Upload a CSV or describe your data. Helpful fields:
- Employee name/ID, department, team
- Title, level, location
- Start date, end date (if applicable)
- Manager, compensation (if relevant)
- Demographics (for diversity reports, if available)
Output
## People Report: [Type] — [Date]
### Executive Summary
[2-3 key takeaways]
### Key Metrics
| Metric | Value | Trend |
|--------|-------|-------|
| [Metric] | [Value] | [up/down/flat] |
### Detailed Analysis
[Charts, tables, and narrative for the specific report type]
### Recommendations
- [Data-driven recommendation]
- [Action item]
### Methodology
[How the numbers were calculated, any caveats]
If Connectors Available
If ~~HRIS is connected:
- Pull live employee data — headcount, tenure, department, level
- Generate reports without needing a CSV upload
If ~~chat is connected:
- Offer to share the report summary in a relevant channel
Documenti di riferimento
name: people-report description: Generate headcount, attrition, diversity, or org health reports. Use when pulling a headcount snapshot for leadership, analyzing turnover trends by team, preparing diversity representation metrics, or assessing span of control and flight risk across the org. argument-hint: "<report type — headcount, attrition, diversity, org health>"
/people-report
If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate people analytics reports from your HR data. Analyze workforce data to surface trends, risks, and opportunities.
Usage
/people-report $ARGUMENTS
Report Types
Headcount: Current org snapshot — by team, location, level, tenure Attrition: Turnover analysis — voluntary/involuntary, by team, trends Diversity: Representation metrics — by level, team, pipeline Org Health: Span of control, management layers, team sizes, flight risk
Key Metrics
Retention
- Overall attrition rate (voluntary + involuntary)
- Regrettable attrition rate
- Average tenure
- Flight risk indicators
Diversity
- Representation by level, team, and function
- Pipeline diversity (hiring funnel by demographic)
- Promotion rates by group
- Pay equity analysis
Engagement
- Survey scores and trends
- eNPS (Employee Net Promoter Score)
- Participation rates
- Open-ended feedback themes
Productivity
- Revenue per employee
- Span of control efficiency
- Time to productivity for new hires
Approach
- Understand what question they're trying to answer
- Identify the right data (upload, paste, or pull from ~~HRIS)
- Analyze with appropriate statistical methods
- Present findings with context and caveats
- Recommend specific actions based on data
What I Need From You
Upload a CSV or describe your data. Helpful fields:
- Employee name/ID, department, team
- Title, level, location
- Start date, end date (if applicable)
- Manager, compensation (if relevant)
- Demographics (for diversity reports, if available)
Output
## People Report: [Type] — [Date]
### Executive Summary
[2-3 key takeaways]
### Key Metrics
| Metric | Value | Trend |
|--------|-------|-------|
| [Metric] | [Value] | [up/down/flat] |
### Detailed Analysis
[Charts, tables, and narrative for the specific report type]
### Recommendations
- [Data-driven recommendation]
- [Action item]
### Methodology
[How the numbers were calculated, any caveats]
If Connectors Available
If ~~HRIS is connected:
- Pull live employee data — headcount, tenure, department, level
- Generate reports without needing a CSV upload
If ~~chat is connected:
- Offer to share the report summary in a relevant channel