Cader Analytics

Shows where your people sit today. Use it to spot departments that look unusually large or small for their workload, and to back headcount requests with data instead of a guess.

Breaks down the workforce by nationality. Useful for workforce planning and diversity reporting, and — alongside the Nationalization Rate chart below — for tracking progress against a national quota law.

Shows the highest qualification held across the workforce. Helps benchmark your talent pool against role requirements and spot gaps before a hiring or upskilling push.

Shows how the workforce is employed — regular, part-time, secondment, and so on. Useful for compliance checks and for understanding how much of the workforce is on flexible versus permanent terms.

Shows the share of employees who hold the nationality set in your data upload, department by department. Use it to target the departments furthest from your nationalization goal instead of applying one blanket hiring rule company-wide.

Shows how many employees sit at each internal grade. Combine with Average Salary per Grade in the Compensation section to check that your pay structure and your actual headcount pyramid line up.

Shows the shape of your organizational pyramid — how many Executives, Leaders, and Professionals you actually have versus Support and Messenger roles. A healthy pyramid usually narrows sharply toward the top.

Annualized turnover for the trailing 12 months, by department. Use it to find where people are actually leaving, rather than relying on one company-wide number that can hide a problem concentrated in a single team.

Shows how applicants move from application to hire in the current reporting period. A large drop-off at any one stage points to where your hiring process is losing candidates.

Shows the share of employees at each performance tier, using your own rating labels. A distribution skewed too heavily toward the top — or the bottom — is usually a sign the rating scale isn't being applied consistently.

Two annualized numbers — trainings completed and cost — per employee. Use it to track whether training investment is keeping pace with headcount growth, and to compare year over year.

Shows how long employees have been with the company, grouped into bands. A workforce skewed heavily toward "<1 year" alongside high turnover is usually a retention problem worth digging into.

Compares monthly hiring against monthly separations for the trailing 12 months. When the two bars track closely, headcount is roughly flat even if the trend chart above shows growth — this is where that story becomes visible.

Shows average monthly basic salary at each internal grade. Use it to check that pay progression is smooth grade to grade, with no unexplained jumps or overlaps.

Executive: CEO and Deputy CEO  ·  Leaders: direct reports to Deputy CEO or equivalent  ·  Mid Level Leaders: supervisors and section heads or equivalent  ·  Professionals: roles requiring a BS/BA  ·  Support: roles requiring a diploma, secretarial or clerk level or equivalent  ·  Messengers: messengers, drivers, janitorial or equivalent

Shows average pay by job group instead of a single company-wide average that blends very different roles. Useful for benchmarking against market data one level at a time.

Shows total monthly payroll cost by department, in KD thousands. This is the department-level number Finance usually wants alongside headcount — together they show whether a department's cost is proportional to its size.

Shows average employee age by department. Useful for succession planning and for spotting departments that may face a wave of retirements sooner than others.

Shows the male/female split of the active workforce. This chart is optional — it only appears once a Gender column is included in your Employee Roster upload, since not every client tracks or wants to report on this.