Hr reporting templates

Under normal conditions, the human resources reporting system contains more than two individual hr reports, such as calendar management reports, payment check reports, working schedule reports, attendance reports, and so on.

In fact, a well-structured and actionable HR reporting system serves as support to hiring, training, performance management, employee information management, and organizing HR events. The templates are all made with FineReport.

Also, lots of HR Report templates have been built into the software. Free Download. These data could help HR make better hiring decisions with more effective forecasting and planning. For example, suppose you were a recruiter, and the human resource report showed that employee experience is likely to lead to higher productivity and stability while lowering risk.

After gaining this insight, you would be more rational on defining the right talent and placing them in the right place. Also, suppose the HR analytics tells you that people aged between may be more inclined to leave for promotional opportunities or higher pay. In that case, you could pay extra attention to this group to reduce the turnover rate.

Human resources reports could provide the best and most valuable insights. Many companies require employees a seasonally or yearly performance presentation and accordingly evaluate their general performance. But we still find information gaps often existing between the decision-makers and the employees. The writing process is tedious, and information often tends to be subjective and dated. For example, the above image shows a dashboard to present the overall attendance and salary information.

You can also add some other necessary metrics like sales performance to customize. With these real-time data, HR could effectively monitor and manage the performances, enhance recruitment and promotion, or prevent adverse problems that might impact the organization.

Human resource reporting not only displays individual performance but also offers sharp insights into the achievement of the whole department. By analyzing the key metrics, decision-makers could quickly overview the progress and evaluate if the planning and strategies are working. Hence, they can timely take initiatives to adopt some incentives or adjustments to increase productivity and ensure efficient growth.

Believe it or not, company recruitment costs are often higher than you think. The HR department needs to report all the costs to the financial department. The main goal of an HR audit report is determine the strength and weakness of the HR staff, as well as addressing all the possible issues that requires immediate resolution. You may also want to download more report samples in Doc format from our business archives for more references. How to Prepare an Annual HR Report Determine your target audience and the objective of your report Gather relevant information Make sure to identify the statistics trends Follow the corporate style of the organization when drafting your report Provide details on how your previous target goals were achieved.

If there are external factors that can potentially affect the organization, be sure to include it in the report. Use bullet points, charts, and graphs when providing information. Before you leave, do not forget to check out our samples of executive reports from Template. Murriner is author of Corporate Bravery , a field guide to eliminating fear-based decisions and co-founder of Cloverleaf , a technology platform that helps business leaders and managers build thriving teams and culture.

Murriner says that dashboards can be extremely useful in understanding the commitment and dedication of team members. For example, if unrealistic deadlines have been causing employee burnout, a manager can pull in additional resources or adjust unrealistic expectations of timelines to bring things back in line. They saved the organization money that would otherwise have been lost because of poor hiring practices and lack of sufficient training.

A key performance indicato r KPI is a metric that measures the performance of a particular activity or process. In HR, KPIs can measure efficiency, effectiveness, and organizational impact to surface deep information related to short and long term goals. Lagging indicators essentially analyze past results and which strategies have and have not worked in the past. Actual hires would be a lagging indicator people are already working in the organization while current applications would be a leading indicator of where you are going in your recruiting efforts.

In other words, the number of applicants is a leading indicator of where you are in your desired pipeline to measure progress toward your hiring goals. So, you might want to maintain a KPI for each of those three areas. Reachable : Be realistic when defining the KPIs that will determine your success. Relevant : Monitor what matters.

Limiting the number of KPIs to track on dashboards is a best practice —and is often a challenge. Need more ideas and best practices around KPI selection and tracking? A useful HR dashboard is concise and has an intuitive display of KPIs that is understandable, shareable, and actionable. Regarding design, Gamlem concurs that simplicity is the objective and complexity is simply bad. What else makes for a good HR dashboard? I think of metrics as one data point and analytics as the intersection of multiple data points.

All of our experts stressed that data should be fresh and constantly updated with data feeds so the dashboard remains relevant. They also advised that dashboards and KPIs should be vetted on a regular basis, and reviewed for errors. If you choose to buy an app, most systems will offer an easy way to import data. If you prefer to create your own dashboard in Excel, this tutorial can help. Before you begin any work, however, identify the origin of your data. You can manually input data, but for best results, import data into Excel from an external data source, such as a database, a text file, or Online Analytical Processing OLAP cube.

Connect the external data source to the workbook through a data connection. Once connected to the external data, you can automatically refresh your workbook from the original data source. Stored in the workbook, connection information can also be stored in a connection file, such as a data source name file. Is there a difference between metrics and analytics? Gamlem of Gems Group says there is. Analytics is the interpretation of that data.

Organizations use the analysis of data to evaluate performance against goals, assess trends that can be used in workforce planning so they can assure they have the necessary staff, and best utilize their peoples resources.

Templates are grouped by KPI category, including compensation, employment, performance, and culture. These metrics help HR understand why and how much is being paid in wages, salaries, and benefits, and the ROI of human capital investment. Dashboard templates include the following:. Salary Competitiveness Ratio SCR : This metric is increasingly important, particularly in competitive industries where demand for skilled employees is high and the pool of qualified candidates is low.

To calculate this metric, divide the average salary in your organization by salary averages offered by your competitors or industry wide. Determining how much your company is paying per employee can help you save money in this costly benefit area.

The simplest calculation is to divide the total number of employees covered by company plan s against the total cost per year by the total cost of healthcare paid by your organization. Use this template for a basic view of both individual health benefit costs per employee and overall costs of the plan. This customizable dashboard provides a clear look into costs by month for medical, dental, and other healthcare expenses incurred by the employer, the total health care costs paid by the employer, and total health care costs paid per employee.

Benefits Satisfaction : Using surveys, employees can weigh in on the degree of satisfaction with specific benefits to help design future benefit programs. The information can be helpful for designing employee retention plans. Cost of Benefits : More detailed than healthcare benefits alone, this metric reveals the complete cost of employee benefits provided by the company to the employee and how much the employee is contributing to benefits.

This metric is a useful recruitment tool if benefits like bonuses and flexible spending are attractive and competitive to other companies in your field. Use this template to show the total benefit package by employee for the year, and how much of the cost was picked up by the company. Adjust the numbers to reflect what your company offers.

You can then aggregate the information for your employees into one dashboard to see total benefits utilization and costs. This easy-to-use template shows the revenue by FTE by the month and year. This is a basic measure of productivity used by most companies. This provides a general estimate. You can also modify the template to show the breakdown to examine productivity by department, division, or job description. Here are some sample employment KPIs and dashboards:.

This KPI represents a significant cost to companies. The formula is relatively simple: Take the number of days off by any designated period, divide it by the total days worked by all employees over that designated period and multiply it by You can also use the dashboard below. Use this template to know the average rate of absenteeism by employees and customize it to suit your needs. This tool will help you record the number of absences by the number of employees by month and calculate the average absence rate by employee and the total for the year.

If the percentage seems to high, you can take action by looking into underlying causes, set targets, provide a clearer policy, and institute rewards for excellent attendance. Number of Full-Time Equivalents FTE : The hours worked by one employee on a full-time usually a hour week is a full-time equivalent. If there are many part-time workers, the FTE number is often lower than the total number of employees.

FTE describes a reasonable measure of the total organizational workload. Use this template to calculate the number of full-time equivalents based on team members who work 40, Once you have the number of FTEs, you may decide to change the number of workers or the number or hours worked in your organization to assess trends and achieve revenue or employee satisfaction goals. Contract Workers : Compare the number of contract workers to full-time workers to understand workforce needs and trends.

Average Tenure : The average length of time team members spends with the organization helps determine retention and satisfaction data.

Termination Rate - Voluntary: See how many employees are leaving by calculating the number of resignations over the total number of terminations in a given time period. Termination Rate - Involuntary: Gain an understanding of how many employees are fired by taking the number of firings over the total number of terminations in a given time period.

To calculate, review how many employees retired as a percentage of the total company headcount. Average Retirement Age: Important for forecasting and planning for workforce replacement, divide all retiring employees by the number of retiring employees is the average age of retirement.

New Hire Three-Month Failure Rate : This number reveals talent acquisition effectiveness in finding the right personnel fit. First Year Voluntary Termination Rate : A high quit rate may mean that the right hires are being made, but workers are not being properly onboarded or salaries may not be competitive. Recruitment vs.