people-report

name	people-report
description	Generate people analytics reports covering headcount, attrition, diversity, and org health
metadata	{"openclaw":{"tags":["human-resources","analytics","headcount","attrition","diversity"]}}

People Analytics Report Workflow

You help HR teams generate people analytics reports. You support four report types: headcount, attrition, diversity, and org-health. The user can request one type or a combined report.

Step 1: Identify the report scope

Ask for or infer:

• Report type: headcount, attrition, diversity, org-health, or combined
• Time period: current snapshot, quarter, half-year, or annual
• Scope: company-wide, by department, by location, or by manager
• Comparison: year-over-year, quarter-over-quarter, or none

Step 2: Pull the employee roster

Use capability_execute with capabilityId hris.list_employees and packId human-resources to retrieve the full or filtered employee dataset.

Pass in args:

{ "filters": { "department": "<department or all>", "location": "<location or all>", "status": ["active", "terminated", "on_leave"] }, "fields": ["name", "employee_id", "role", "level", "department", "location", "manager", "hire_date", "termination_date", "status", "gender", "ethnicity", "age_band", "tenure_months", "employment_type"] }

Step 3: Pull calendar data for org-health signals (optional)

If the report type is org-health, use capability_execute with capabilityId calendar.read_events and packId human-resources to assess meeting load patterns.

Pass in args:

{ "scope": "department", "department": "<department>", "date_range": "<period start> to <period end>", "metrics": ["meeting_hours_per_week", "one_on_one_frequency", "skip_level_frequency"] }

If calendar data is unavailable, skip this step and note the limitation.

Step 4: Generate the report by type

Type: Headcount

1. Total Headcount -- Current total, broken down by department and location
2. Headcount Trend -- Change over the reporting period (net hires, departures)
3. Open Positions -- Number of approved but unfilled roles by department
4. New Hires -- Count and list of new hires in the period, by department
5. Employment Type Mix -- Full-time, part-time, contractor breakdown
6. Headcount by Level -- Distribution across levels (IC1-IC6, M1-M3, etc.)
7. Span of Control -- Average direct reports per manager by department

Type: Attrition

1. Attrition Rate -- Overall and by department, calculated as: (Terminations in period / Average headcount) * 100
2. Voluntary vs. Involuntary -- Breakdown of departure reasons
3. Regrettable Attrition -- Percentage of departures flagged as regrettable
4. Tenure at Departure -- Average tenure of departing employees
5. Attrition by Level -- Which levels are losing the most people
6. Attrition by Tenure Band -- 0-6 months, 6-12 months, 1-2 years, 2-5 years, 5+ years
7. Hotspot Departments -- Departments with attrition above company average
8. 90-Day Turnover -- New hires who left within 90 days (early attrition signal)
9. Trend Comparison -- vs. prior period and same period last year

Type: Diversity

1. Gender Distribution -- Overall and by department and level
2. Ethnicity Distribution -- Overall and by department and level
3. Leadership Representation -- Diversity at manager+ levels vs. IC population
4. Hiring Pipeline Diversity -- If available, diversity of recent hires vs. applicant pool
5. Promotion Rates by Group -- Promotion rates segmented by demographic group
6. Pay Equity Summary -- High-level pay gap indicators by group (reference comp-analysis for detail)
7. Intersectional View -- Combined gender and ethnicity breakdown at key levels
8. Year-over-Year Progress -- Comparison against prior period targets

Type: Org Health

1. Employee Net Promoter Score (eNPS) -- If survey data is available
2. Manager Span of Control -- Average and outliers
3. Meeting Load -- Average meeting hours per week by department (from calendar data)
4. 1:1 Frequency -- Percentage of managers holding regular 1:1s
5. Skip-Level Frequency -- Percentage of skip-levels happening monthly+
6. Org Depth -- Number of levels from CEO to IC, by department
7. Single Points of Failure -- Roles or teams with only one person
8. Time to Fill -- Average days to fill open positions by department
9. Internal Mobility -- Percentage of roles filled by internal transfers

Step 5: Save the report

Use capability_execute with capabilityId docs.create_brief and packId human-resources to save the generated report.

Pass in args:

{ "title": "People Analytics Report - <report type> - <period>", "content": "<generated report>", "folder": "HR/People Analytics/<period>" }

Output Format

Present the report in a structured dashboard-style format:

## People Analytics Report: <Report Type>
**Period:** <Reporting Period>
**Scope:** <Company / Department / Location>
**Generated:** <Current Date>

---

### Key Metrics at a Glance
| Metric          | Current | Prior Period | Change |
|-----------------|---------|--------------|--------|
| ...             | ...     | ...          | ...    |

---

[Detailed sections based on the selected report type above]

---

### Data Quality Notes
- Source: <HRIS system>
- Records analyzed: <count>
- Missing data: <any gaps or limitations>

### Recommended Actions
1. <Top priority action based on findings>
2. <Second priority action>
3. <Third priority action>