Everything you need to know about HR dashboards and reporting.

An HR dashboard, which often aggregates and visualises information from different HR data silos, such as absence, training and development, recruitment, and others, into one easy-to-access format that empowers more informed decision-making through evidence-backed data relevant to your specific business, will be a critical part of a successful HR team’s toolkit in 2022.

HR staff may now say goodbye to several Microsoft Excel files with sophisticated calculations, owing to the growth of cloud-based HR solutions. These technologies provide real-time data and visualisation, reducing the time-consuming, degree-required, and inefficient ways to data management in HR.

HR dashboards and reports enable teams to gain a bird’s-eye perspective of their business while also digging deeper into how individual data points interact by offering an overview of important indicators from several modules in one centralised spot. Take, for example, the relationship between the quantity of sick time taken and the amount spent on Statutory Sick Pay.

Investigating the advantages and characteristics of HR reports
HR teams will witness two distinct benefits of HR dashboards and reports with the aid of a specific reporting module that is incorporated into your HR development software.

For starters, it gives a rapid snapshot of vital indicators. You should be able to see metrics connected to your workers and employers, such as attendance, spending, training and development, and onboarding, in the perfect reporting system. This data can be imported, safely saved, and kept up to date in real-time within your company’s HR system thanks to connectivity with other HR modules.

Second, it will enable you to easily develop reports based on real-time data. Unlike Excel, a good HR reporting platform makes it simple to create dynamic dashboards without the need to grasp complex calculations that may ruin months or years of labour with the click of a button. This functionality is featured in online reports, which include features like drag and drop and predefined HR templates that allow you to handle reports fast and efficiently.

HR dashboards are an important tool in the day-to-day operations of an HR staff, as well as the larger organisation, and may give real-time statistics on a variety of topics, including:

The number of people who work for you.
Your employee turnover rate.
The current rates of absenteeism.
But what about HR departments’ long-term viability? While the objectives of each HR department and team will differ, an accessible HR platform can provide a variety of benefits to the entire company, including:

You’re learning more about how your company operates and performs.
You’re giving actual insight into your company’s day-to-day operations, such as worker distribution between locations, absence rates, payroll, employee retention, talent management, and hiring procedures.
You may talk to people in the firm about the company’s performance and its personnel, including top management and executives.
What are the most prevalent HR report types?
In the current world of HR, you need reports that will help your entire team make better decisions, which is why we believe these are the 6 most critical types of HR reports you require.

Absence reporting and attendance: Absence reporting and attendance is a three-pillar strategy. You want your statistics to illustrate three things: your current/historical absence levels, the time period during which they occur, and an awareness of the major causes so you may improve your absence rate.

The information provided by your HR system can also assist you in calculating the Bradford Factor score, which will be useful for determining a plan for managing absence.

For example, you may see that many employees are away due to flu or COVID-19, and you might use that information to change your policy to encourage employees to get the vaccination by, for example, granting them paid time off to do so.

Payroll costs: Payroll is one of the most complicated administrative operations and one of the most important pure cost charges for your company. Nonetheless, when it comes to payroll reporting, you may frequently get insights that have a direct influence on your company’s bottom line.

You’ll be able to receive extensive insights into attendance, statutory sick and family pay, and reimbursement expenditures by linking your reporting and payroll modules, allowing you to analyse the deductions made on employee wages.

Payroll processing and other financial difficulties become easier and more accessible than ever before, demonstrating the benefits of combining all of your HR systems into one.

Recruiting reports: Similar to absence reports, various HR reports may help you make better recruitment decisions. For example, you can look at the average time to acquire a new employee and the average cost per hire, both of which can help you understand how successful your recruitment procedures are.

These indicators, among others, can give useful information on the efficacy of your hiring strategy and possibly play a role in influencing your recruitment workflow based on prior lessons gained.

Turnover and retention reports: In order to get the most out of your recruiting reports, it’s also important to know who’s leaving and why. The advantages of conducting exit interviews as part of your offboarding process are discussed in this study.

HR analytics displaying turnover and retention may help you uncover issue areas and advise you to remedies that help you maintain your top personnel by using your data and combining it with exit interviews.

Performance management reports might be as simple as reporting on capacity and disciplinary issues, or reporting on probation period success. But it may be much more on the inside. It can tell you who is doing well and who can benefit from further one-on-one instruction. At the same time, it may reveal information about a future leader in your company.

Understanding overall performance and skill is a valuable decision-making tool that may help you prepare for the future. It can also assist in identifying areas of the business that require further attention and support.

Reports on training and development: Providing training and development opportunities for employees is crucial if you want to guarantee you have a knowledgeable and engaged team, as we discussed in an earlier blog article on the advantages of training employees. Measuring learning and growth is also crucial.

Who has completed your required training? How much money have you put into your training? What is the average annual amount of training that employees receive?

These are just a few instances of HR analytics connected to training and development.