HR Utilities

A report back into a table: title lines, page headers and totals out, and what Excel broke put back.

Many spellings of one job become one title, without merging levels or guessing abbreviations.

Bring columns from one file onto another, without the silent failures.

One name column into its parts, flagging the ones it cannot be sure of.

Find what will break your numbers before you calculate them.

Find the same person entered twice, and the same id used twice.

Tidy spacing, dates and shouted names, with every change shown first.

See who arrived, who left and what changed between two exports.

Employee relations cases and HR tickets: real time to close, backlog age, targets, repeats.

Why HR, payroll and finance count different headcounts, one named person at a time.

Every import error in a file at once, with the safe fixes already made.

Every team's tasks for starters, movers and leavers, dated in working days.

Addresses and usernames for new starters, with every clash caught first.

A workforce profile safe to share, with representation at the top beside representation overall.

Promotion rates and raises by group, raw and like for like, with every gap tested for chance.

Why people chose to leave, with the polite non-answers counted, not ranked.

Rating spread by manager, without small teams topping the list by accident.

Turnover with the arithmetic beside it, measured three defensible ways.

Headcount and FTE by any grouping, with your own full-time week.

Length of service for everybody at once, as at any date.

A reorg plan checked before it is announced: everyone affected, and the people it leaves stranded.

Succession coverage counted honestly: one successor fills one role, and filling one can empty another.

An org chart drawn from your roster, open or closed team by team, saved as a picture.

Spans and layers, plus the reporting loops that break every org report.

Everybody against every required course, counted per person, with renewals applied.

Where headcount will really be, beside where the plan says, and why they never meet.

Milestone dates for a roster, including the ones already missed.

All four answers, because ten working days means four different dates.

Hourly to annual and back, partial pay periods three ways, and the years with 27 paydays.

One statement per person, without the three things that make them untrue.

Spend a raise budget, and see what it does to the gap you already have.

Build the bands, and see the gaps and overlaps in the ladder.

The raw gap and the like-for-like gap, which mean different things.

Where everybody sits in their band, with part-time pay annualized first.

Every balance under your accrual policy, built period by period, beside the spreadsheet figure.

Who you enrolled against who the carrier covers and bills, with the monthly cost of the gap.

Which sources send people who stay, not just the most people.

One division, with every choice that feeds it shown and changeable.

Time to fill that counts the roles still open, not just the ones you closed.

Conversion between your own stages, named whatever you call them.

Recorded overtime, with who is really working it shown beside the average.

Survey results by team, with small groups genuinely protected.

Bradford Factor scores, with what the formula actually does shown first.

Names, emails and numbers taken out of survey comments, and the ones only a person can judge flagged.

One file per manager, with no hidden copy of everybody else inside.

Replace names with aliases, and see who is still identifiable.