Who is present
Headcount and FTE by unit, contract type, and location. Span of control where the org tree is trustworthy enough to draw.
Tbilisi · workforce pictures
We sit with payroll extracts until a board can see who is on the books.
Terminal Flowhub prepares commissioned workforce studies for HR and finance leads in Georgia: headcount, joiners and leavers, pay grades, absence, and the labour bill — drawn as annotated charts and walked through in a single briefing.
Printed pack, one table, ninety minutes. No software to install. The files stay yours.
What a workforce picture actually contains
Most organisations already hold the numbers. They live in payroll, in a headcount file that someone updates on Fridays, and in exit notes that never get counted the same way twice. We assemble those sources into a set of charts a non-specialist can defend in a board packet.
How people moved
Joiners, leavers, and internal moves over 12 or 24 months, split by the units you actually manage — not by a leftover cost-centre list.
What the bill did
Labour cost beside headcount, so a rise in the bill is not mistaken for a hiring wave, or the reverse.
Flagship study
Workforce Picture Study
A three-to-five-week commission for organisations that need one coherent view before a planning meeting or an investor conversation. You receive eight to twelve annotated charts, a short notes pack, and a live briefing — in our Tsereteli Avenue studio, at your office, or online.
We do not install reporting software, rewrite your payroll, or keep a live feed of your people records. The work ends when the briefing ends, unless you ask for a later update.
Related studies
Each study answers a narrower question. They can stand alone or follow a Workforce Picture when a board asks for a second cut.
Turnover and Retention Review
A leaver cohort drawn by unit, tenure, and reason codes you actually use — not by a generic ‘resignation’ bucket.
Pay and Grade Comparison
Pay bands and actual pay, split by grade, unit, hire year, and gender where the file allows — prepared for a compensation conversation, not a slogan.
Absence and Hours Pattern Study
Sick days, unpaid leave, overtime, and public-holiday spikes drawn against rosters and units — useful before a staffing argument, not as a morale score.
“They caught that our ‘headcount’ file still listed a warehouse team we had outsourced the previous March. The finance pack had been adding those people into the labour ratio for two quarters.”
“The charts were clear. I still wish we had spent one extra week cleaning grade codes before the briefing; a few slides had to be caveated live, which made the HR director restless.”
How a first conversation goes
Scoping is a working call, not a pitch. Bring whatever extract you already trust — even a messy one.
- You tell us the decision the charts must serve: a board date, a budget lock, a merger comparison, or a union conversation.
- We send a one-page file list: which columns we need, which we can live without, and what must be stripped of names.
- If the work is a fit, you receive a written scope, a fee range, and a proposed briefing week. Nothing is booked until you confirm.
Read how the live session itself is run on the briefings page. Typical reply time is two working days.
From the journal
Short notes from the chart table — the kinds of mix-ups we see in Georgian payroll extracts and board packs.
January absence is not always a sickness story
Orthodox Christmas, New Year, and leftover annual leave sit on top of each other. Mark the calendar on the chart before operations writes a memo.
Pay bands that look even until you split by hire year
A mid-band that looks tidy can hide a freeze for people hired before a certain year and market rates for everyone after.