MIS Reports

One worker's full trajectory: skill trend, salary trend, operation profile and recommendation.

Every assessment ever recorded, newest first. The audit trail for compliance and buyer audits.

One primary skill plus two secondary skills — the “1 + 2” standard. Decides how well a line survives a style change.

Everyone below the 70% qualifying line — the training plan writes itself from this list.

Workers at 90%+ — the promotion, incentive and team-leader pipeline.

Who improved most between their last two assessments. The management-meeting slide.

Workers going backwards. Investigate long leave, illness, machine change or process change.

Who needs re-assessing in the next 30 days, and who is already overdue.

Skill before and after each programme — the ROI on the training budget.

Operator × operation grid with grade colour coding. The single most-used sheet on the floor.

How many operators can run each operation, and at what grade. The allocation sheet.

Full grade spread for every operation in the catalogue, with SMV and hourly target.

Operator pool per machine type — who can be moved onto a Kansai, an APW or a bartack.

Qualified operators versus who is actually present this month. Daily line balancing.

Which lines can take the hard styles. Grade mix, manning and average salary per line.

The flagship analysis: does the automatic 9% increment match how much each worker improved?

Actual pay against the skill-entitled rate, with a verdict and a recommended action per worker.

Workforce capability rolled up by factory unit and department.

One page for the CEO, Head of HR and Head of IE — every headline KPI with drill-down.