Pay bands, hiring pipelines, leave and rotas, training ROI and bonus pools — the numbers behind managing people.
Score jobs into grades, age and blend market data, design salary ranges, measure compa-ratios and pay gaps, spend a merit budget to the cent and cost the outliers at one fictional company, with every cell checked as you go.
Work backwards from a hiring plan to the applicants, interviews and recruiter hours you need: funnel conversion, time-to-fill in working days, source costs, panel load, recruiter capacity, quality of hire and a monthly tracker at one fictional retailer, with every cell checked as you go.
Set leave entitlements by service tier, pro-rate joiners and leavers, track accruals and the carry-over cap, count leave days around rest days and public holidays, value unused leave, score absence patterns, check a shift rota against minimum staffing, price night and weekend premiums and build a team leave calendar – 8 hands-on labs at one hotel, with every cell checked as you go.
Find skill gaps in a matrix, track mandatory certificates with expiry dates and RAG status, report on-time completion and overdue learners, measure hours and cost per FTE against budget, prove learning with pre-/post-tests, roll up a four-level evaluation, calculate training ROI and payback and allocate next year's budget by gap closed per 1,000 – 8 hands-on labs at one manufacturer, with every cell checked as you go.
Compare ratings with a target curve, calibrate managers with z-scores and percent ranks, fund a bonus pool from company KPIs, apply multipliers and pro-rating, fit the payouts exactly to budget and check fairness by grade, with every cell checked as you go.
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