A HR dashboard is an advanced analytics tool that displays important HR metrics using interactive data visualisations. It helps the HR department to improve recruiting processes, optimise the workplace management as well as to enhance the overall employee performance.
Let's take a look at these 3 HR dashboard examples: Employee Performance Dashboard - Recruiting Dashboard - Workforce Dashboard.
Just like so many of today’s business departments, the Human Resources is slowly but surely evolving into a data-driven function. The purpose is to go from simple reporting to a smarter use of analytics, enabling companies and managers to track and predict employees’ performance, make better-informed talent decisions, and have the opportunity to operate advanced workforce planning.
This first Human Resources dashboard focuses on the employees’ behaviour and performance. It provides an overview for managers of their workforce and how they work: the first part on top of this HR dashboard informs us on absenteeism, the average yearly absenteeism in days, the average rate and their evolution over the last five years. This is an important indicator as it illustrates the workers’ engagement and motivation. Indeed, low-motivated employees are more likely to call in sick or skip workdays, and their overall productivity is naturally impacted. This is a metric to keep under your watch because a high absenteeism rate will really harm your finances and your business in general, so digging into the potential causes and reasons for absenteeism is a must-do.
The second part of this HR dashboard looks at the Overall Labour Effectiveness (OLE), ie. employee productivity. It helps to measure the workforce efficiency over time according to specific criteria that your business sets. The ‘traditional’ approach to work such as the 9-to-5 workday is changing as flexibility becomes a main requirement for new generations of workers. So the traditional way of measuring performance by watching who is showing up and for how long is more and more obsolete – what matters is what people have actually achieved. This is why setting up an employee productivity index is important, and even if it is traditionally measured dividing the total sales by the number of employees, the standards change from one organisation to another, from function to function, and have to be tailored to your business specificities.
Another metric that you can track on your HR dashboard template and that is linked to the previous ones is the average overtime hours worked by your employees. Tracking the overtime hours is a good thing to see if your employees are understaffed, or may lack a bit of training in certain areas, which will impact their productivity. It might also indicate a sudden rise in activity and business growth. But it shouldn’t become the norm, because a constant high pressure and work fatigue will inevitably lead to demotivated and unsatisfied employees that will then tend to not show up or call sick. A simple way for you to fix abnormally high overtime hours is to hire and train new workers. That might impact your finances and momentarily increase your training costs, but it is always a certain risk to take and when the hiring is made correctly, the return on such investment always pays off.
Another important aspect of Human Resources is the recruiting of new talents. This is where HR analytics can play a significant role, as these insights give the opportunity to link business directly to new talent strategies. The Human Resources dashboard you build will advance the simple metrics measurements, by linking them to one another and visualising them as a whole. They hold the power to witness the contribution your employees are making to your business outcomes in a wide variety of ways.
Our Recruiting dashboard provided above focuses on recruitment metrics for HR professionals as well as recruited people. Evaluating your recruiting funnel is a main task to do in order to have an idea of the number of applications your company has to review, how many of these actually pass the first round and get an interview, and how many of these interviews lead to assessment and then hire. The same applies with your recruiters’ conversion rates: more than measuring their capacity to hire a lot of people, they rather measure the efficiency of certain recruiting methods comparatively to another. The goal is of course to find the right recruitment approach, the one that gives you the best candidates at the lowest cost; and the next step will be to invest in that recruiting source.
To find out what is the best way to recruit, you also have to compare it to other KPIs like the employee retention after 90 days, or the employee turnover. The employee turnover is an important metric you can find on every HR dashboard example because it tells a lot about what is happening inside a business. It indeed measures how many of your employees leave voluntarily or not, and is a good indicator on whether your company is good at retaining talent. As we know, people leave their managers or the company atmosphere rather than their job, so a high turnover rate indicates a problematic situation. You should focus some efforts in finding the why and how of such situation so as to fix it, or it will keep on costing your business a lot of money – hiring, training, and general benefits to invest all over again when replacing someone who left.
Finally, our HR dashboard template displays some money matters. As we previously said, training has a cost, and so does hiring: you need to mobilise professionals to receive and review the applications, conduct interviews, assessments, and be in touch with applicants and then future employees. It is a lot of time and money investment, that is increasing with the seniority level: experts and top-responsibility positions need a longer recruitment time, as the assessment is more complex – but the training might be slightly lower.
We know it already, but will say it again: companies that are successful at leveraging their HR analytics will be positioned to outperform their peers when it comes to talent strategies. It is hence crucial to be aware of who is working in your company and how.
Our final Human Resources dashboard example will look at general workforce metrics. The evolution of the part of full-time vs. part-time employees is a good KPI to start with: on our example above, we can see that the number of full-timers decreased importantly while the part-timers grew significantly. Many reasons might explain this shift, main one being obvious financial difficulties, or a decrease in activity that needed less people working 40 hours a week. Looking at the employees’ behaviour during their first employment year, what jumps out is the tendency to leave a position after around year. This is not an isolated case and today’s businesses are changing so swiftly that the one-year anniversary can often be a turning point. And this is a tendency that we can observe mainly in young workers under 25, for whom 46% are likely to leave after their first year.
This HR dashboard also addresses the diversity issue: often enough, the female to male ratio is unbalanced, namely in top-management positions with responsibility, power, and money. For a balanced, innovative and better working business where employees are generally more satisfied and performant, countless studies have shown the importance of diversity – gender-wise, nationality-wise, curriculum-wise and age-wise. Monitoring this KPI is important for the well-being of your company and its future success.
Finally, you can push your analysis a bit further and look at how your internal network is functioning. Often, by going through your own talent pool of employees – people who already know the company, the sector, the products or services, and how things are working – you will find a wealth of profiles matching the job you wish to fill, and these profiles can also be willing to move forward in their career and grow within the company. It is a gain of time and money, once again, and what you have not spent hiring externally can be smartly reinvested in providing extra training to the employee moving internally, because it is always needed and welcomed.
Allowing your employees to evolve within the structure is a competitive advantage as they will more committed to their work and will globally have a greater motivation to move forward. It also shows that your company recognises and appreciates the good work of its employees. But this metric should however remain reasonable: recruiting outside also means getting an external point of view, a fresh vision on the business, its operations and processes, and friction always increases the chances of innovation and thinking outside of the box.
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