The HR department in any organisation is one of the most pivotal. It can make or break a business.
HR takes care of learning and development, filling talent gaps, onboarding, and addressing grievances. This is why it’s so important to consider CIPD online courses, to ensure that HR staff are fully equipped to deal with these issues.
It’s for HR to maintain specific HR reports to keep note of the happenings around them, and HR reports go further by offering the business the means to understand their culture, engineering problems, and deploying proactive solutions.
What are HR reports?
A HR report is an analytical tool used to display human resources-related facts, insights, and metrics. By using HR-driven metrics, trends, inefficiencies, strengths and engagement can be spotted; this makes sure that any HR effort or initiative is the best that it can be for departments across the organisation. HR reports should be integral in making business choices.
Benefits of HR reports
- Identify organisational flaws: HR departments serve a common point for all departments to report components of the organisation that aren’t operating.
- Keep track of staff performance: If employees aren’t given frequent feedback and guidance, they can’t advance. Therefore, reports determining how well employees are performing are of great use.
- Identify turnover trends: Whilst employees leave jobs for a number of reasons, with the appropriate reports you can identify trends and act proactively to keep employees.
- Make future-focused and effective plans: HR reports are a way to develop plans and activities ranging from recruitment to employee engagement and beyond.
- Enhanced communication: HR reports can be monthly and yearly, and employees working outside the HR department can be able to benefit from the information at hand. They can be used to communicate important metrics and trends to key stakeholders, too.
HR reports examples
- Recruitment reports: This is one of the most important reports, shown to be beneficial in improving hiring tactics. Metrics to track include time spend on each candidate, rate of offer declination, interview evaluations, types of interviews etc.
- Onboarding and offboarding reports: Used to measure both onboarding and offboarding processes, conducting surveys to understand your employees’ comments. Onboarding feedback, retention rates, training spend per employee and ROI are metrics to track.
- Compensation reports: Payroll is the responsibility of the HR department, so keeping track of salary reports, paid time off, shift compensation and so on will help the measurement process.
- Equal employment opportunity reports: A pivotal concept for employers and employees alike, so tracking new hire info, terminations, equal employment opportunity headcount and so on will help to assess this.
- Employee information reports: This all-encompassing report provides all information on data factors, like headcount, turnover rates, diversity, revenue per employee and so on.
- Performance management reports: This allows you to keep track of employees goals, skillsets, feedback and other information, which in turn provides the opportunity to compare to counterparts in order to provide opportunity for promotion.
- HR admin reports: These should include things like new hire budget, paid leave analysis, leave administration, status change etc.
- Workplace safety reports: This ensures safety and support for employees, and refers to grievance reports, compensation audits and so on.
HR reports best practices
Ask the right questions. HR gathers a ton of data that can give you an understanding of how well your business is doing in terms of productivity, workforce management, and satisfaction. The right HR data can accurately assess issues and opportunities in your department.
When you’ve established your company objectives, the metrics you want to utilise, and the frequency of your reports, you should use HR reports to uncover trends and share the results.
You should use a mixture of KPIs to visualise your performance and achieve business objectives, and you can choose whether to assess these weekly, monthly or annually.
