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5 Must-Have Workforce Analytics Reports for your HR Dashboard

JazzHR

94 percent of professionals surveyed in 2020 say that analytics, including HR metrics, are key for business growth. But managing your data to meet everyone in your organization’s needs can be challenging.

That’s where an HR dashboard comes in: HR dashboards allow HR analysts, HR managers, and business owners to get a centralized view of your most important workforce metrics and trends. In fact, all of the stakeholders in your organization will (and should) be interested in different information and levels of detail.

Wondering which reports to feature on your dashboard? We’re glad you asked. But before we get into that, you need to set up your reporting framework.

Setting Up an HR Dashboard

Ideally, you would use an applicant tracking system (ATS) with built-in reporting to automate much of this process. Here’s an example report from our software:

At a basic level, you need:

  1. Ways to seek and collect data from the business and employees, standardized by report.
  2. A tool or another means of record-keeping to aggregate that data in once place.
  3. Access to (and a mechanism for storing) historical data, to compare and look for trends.

It’s simple – collect, aggregate, and compare! For example, to track employee churn rates, you might gather that information in a spreadsheet or translate those numbers into a graph. By measuring changes over time, you can present the data to stakeholders and inform decisions around employee wellbeing or hiring.

To go a step further, apply key performance indicators (KPIs) to set goals for improvement.

The Top HR Reports You Need to Include

So, that’s how you create an HR dashboard. The next question is, what do you put on it? Start with these reporting areas.

  • Compliance

Vital to any business, it’s incumbent on HR to ensure that every person and process is compliant. You will want to report on the number and severity of policy violations, as well as KPIs on inclusive and diverse hiring and promotions. In many cases, regulatory bodies expect businesses to be tracking certain metrics in this area.

  • Hiring Workflow

This type of report can be applied to any standard HR workflow or process, but is especially useful in terms of hiring. You should track:

  • How many people are currently active in the hiring process
  • How quickly candidates move from ‘application’ to ‘position filled’ status
  • How/if people move from stage to stage (the conversion rate for each level of progression)
  • Source vs Quality of Hire

If you’re starting a new hiring phase or want to understand where your top talent comes from, this report is ideal. Organize it to view sources like referrals, recruiters, job boards, and more. Look at:

  • Where past hires were sourced
  • Who was involved in the process
  • What roles people were hired for

Match that data against ‘quality of hire’. It’s another useful report for your dashboard, and one we’ve written about already in this article on performance metrics.

  • Process Tracking

How long do HR processes take? Track start and end dates for projects, recruitment phases, onboarding, settling open issues, and so on. On top of this, you can identify and report on key stages throughout a process, like ‘number of interviews’ vs ‘interview time’.

  • Employee Information

Reports on employee metrics show how well individuals are performing, but can also be a key indicator for how well a business is supporting that performance. Consider including:

  • Usage of time off/sickness leave
  • Uptake of benefits
  • Use of training resources
  • 1-1 evaluation scores
  • Wellbeing or NPS scores
  • Engagement (such as number of logins on the company intranet or event attendance)
  • Headcount and turnover rates

Use the Right Tool for the Job

Building an HR dashboard might seem like a mammoth task. With the right data-gathering tools in place – like JazzHR’s recruitment software – you can learn from a dynamic feed of information. What should you do with those learnings? Share the knowledge. Set ambitious goals. Use those insights every day to make incremental improvements.

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