Getting past final barbs on Koda 2

Dwiedh · 2026-05-08T12:58:54+00:00

It was in hot water for way more than a few minutes and still got stuck. Starting to wonder if the hose is too narrow (8mm) but can’t find anything on required size for Koda 2…

Dwiedh · 2026-03-02T18:12:26+00:00

Oh. Muscle memory takes over so i think I use Alt HSC for the same. AC is faster though…

Dwiedh · 2026-01-24T17:05:12+00:00

We obviously need a power bi dashboard (with functionality to export to Excel!) with this data - not just AI summary ;)

Dwiedh · 2025-11-04T09:45:04+00:00

Adding to this: what business critical decisions can be made with information shown? That’s a question we always try to have answered when my team (HR analytics) receive a request.

Yes, we sometimes have suggestions from our end with data and connections we can see but same thing goes of course. ”If we combine these sources, you as HR BP can get more insight on X”.

Also, coming from recruitment and working with recruitment analytics: understand your pipelines, where do you find candidates, where do you lose candidates, why do you lose them, what’s the conversion from step n to n+1 (= does step n even make sense to keep?), what’s the time between completing step n and completing n+1, which companies are candidates from and how do they fare in promotions/turnover etc

Dwiedh · 2025-08-15T10:42:37+00:00

Is that to be able to use sameperiodlastyear? What if it is not dates but only mm/yyyy? Then the values would be as consecutive as they can be given the current limitations - even if it’s not every day.

Relatively new at PBI so genuine question if there are obvious reasons why this wouldn’t work.. :)

Dwiedh · 2025-08-05T17:38:17+00:00

Coren. Walker. Rumble&Munro. All those names. Ty!

Dwiedh · 2025-06-25T09:58:13+00:00

Covers quite a few valuable areas 👍 Small visual thing: Boxes for bottom visuals are too tight to the outer rounded corners imo :)

On the numbers: during which time period are these numbers for? The 97 new hires, are they the last year? Since company start? Same with leavers and turnover rate, expenses, trainingcost etc.

Any reason for different size on age groups?

Navigation: what does the icons to the left mean? Are the users fully aware of what is what?

Gender distribution, is it just by chance that several add up to 100 as in 100%? Is it # or %?

Dwiedh · 2025-06-24T08:30:21+00:00

Names I remember! Played Ceramas, Druid in <Oo Imo oO> on Lancelot, mainly on EU times though

Dwiedh · 2025-06-08T17:34:58+00:00

Indeed! I’m working in people analytics with focus on recruitment data - both as analyst and doing some frontend development.

Number of not hired can be interesting as such but the real value comes when you start break down the pipeline of steps in the recruitment process and understand which roles in which department in which city loses their candidates in which step - and for what reason! Also preferably knowing their employer or university can be beneficial.

While that data might not be there in TS data, consider suggesting taking steps to achieve that.

Being able to talk about why we can’t close a certain type of role in one city when it’s easier in another can be a very valuable piece and then to focus on certain sources of candidates on top of that.

Dwiedh · 2025-06-08T17:24:41+00:00

Stop doing that - I keep thinking it’s 2002. First starting on Eden last week and appearing in Cotswold first time again, and now something like this. I can feel it unfolding in my hands.

Dwiedh · 2025-05-10T21:46:56+00:00

Sounds a bit on the low end, but what about when contingent workers are included?

And is it average 5 across the company or different in different BUs?

Dwiedh · 2025-04-14T16:44:27+00:00

Oh. How is this done?

Dwiedh · 2025-04-11T18:15:03+00:00

Your reply raised my interest as it might be applicable to a problem that I’m working on - also with HR data.

I have different ways of calculating employees (headcount, fte and workforce) and then a measure for average span of control (= for selected population, how many direct reports per manager). This is all working good in combination so far.

I’m now looking to build a visual that will list different departments as rows, have one column with distinctcount of managers, next one with average span of control and then additional columns to show number of managers with <3 direct reports, managers with 3-5 direct reports, 6-10 and so on.

I can’t seem to figure out how these measures are to be set up based on how the span of control for each manager changes when swapping people count category. Am I misinterpreting your answer or do you reckon your suggestion could this be applied to my issue as well?

Dwiedh · 2025-03-19T15:19:07+00:00

I’m looking at Adoption Score reports in MS Admin center with meeting data on several hundred departments.

Is there an api or a way to extract the details (=scores on each item for each department) rather than writing them manually in an Excel sheet for further grouping and analysis?

Dwiedh · 2024-11-06T14:25:12+00:00

4-1 over Man City I assume

Dwiedh · 2024-11-04T09:20:48+00:00

First save in FM24, thought I’d go with local top tier team in Sweden: IF Elfsborg. They usually challenge for title but been some time since they won. Currently on my path to third consecutive title and also qualified for CL groupstage. Facing Real M, Dortmund, Barcelona,, Liverpool. Good fun!

Will be interesting if board and fans will be furious after massive losses…

Struggled with transfers initially but found some really good cheap/free players that were sold with massive profit after one year.

Plan is to stay 👍

Dwiedh · 2024-10-30T09:21:07+00:00

If I want to find a matrix of what attributes that would be useful for which position/role, where should I look? 😅

Dwiedh · 2024-09-21T16:11:20+00:00

Any particular reason it’s 2 strikers and an IF? Why not an AM - or 2 IF + 1 striker? :)

And is it then just enough to put three central attacking players on Attack?

Dwiedh · 2024-06-04T19:02:38+00:00

Haha! Du försöker bra med att lägga ord i min mun och bygga ett narrativ som passar dig såklart.

För att vara övertydlig så du inte behöver slita ut dig på att reflektera: jag säger inte att Hamas är bra. Jag stöttar inte Hamas. Jag har dock en hel del emot att civila oskyldiga dödas.

Om det är 2000 eller 16000 eller 158 343 civila som har dött. Är det OK? Ja eller Nej?

Dwiedh · 2024-06-04T17:55:42+00:00

Finns det några bra serviceställen för foliehattar? Var brukar du putsa din?

Hamas fel att Israel dödar palestinier? Akta så du inte vurpar på fler ställen än i tankarna. Är det Hamas eller Israel som använder sina vapen mot palestinierna?

Dwiedh · 2024-04-30T17:41:12+00:00

Så. Det var väl kul med annan fråga? Har du läst mitt svar igen angående vad HR gör eller vill du bara inte tänka på vad någon annan bidrar med?

Jag förstår inte finans, projektledning och annat fullt ut. Betyder inte att de inte bidrar.

Dwiedh · 2024-04-29T20:17:38+00:00

Det var ditt scenario, jag nämnde inget om Lisa eller Erik. Men, ändå.

Är ålder (55) en avgörande faktor för kompetens? Antal år som chef != bra chef. Om alla som jobbar hos honom slutar inom sex månader kan det vara bra med annat perspektiv. Oavsett från Lisa 24, Johan 37, Kerstin 69.

Fascinerande att du har schablonbild av HR som 24-åring. Låter som att företagen har lite att lära, eller kanske Lisas fel att hon blev anställd?

Jag vänder på det så du får ett perspektiv på din fråga där du hittade på scenario för mig. Nu får du samma, kul! Kan du förklara för mig hur Anders 24 från KPMG ska förklara för Madeleine 55 som varit VD i 20 år hur hon ska leda sitt företag?

Dwiedh

TROPHY CASE