The HR Dashboard For Effective Management Of HR

In HR the board, HR dashboards (or social dashboards ) are fundamental apparatuses for examining, envisioning, and pursuing choices that decidedly influence your design because of exact pointers. They make it conceivable, as other correlative HR apparatuses, to answer the new worries of HRDs and assist them with becoming coordinated heads of progress in the organization. Please focus on the dashboard, its goals, use models, and how to foster it.

What Is An HR Board?

Definition Of The Dashboard For Human Resources

As tables and diagrams, this show utilizes execution pointers (see underneath) recently characterized by the organization’s size, area, and technique.

1. the number of staff,
2. staff turnover (turnover),
3. the absenteeism rate, for example.

As tables and diagrams, this show utilizes execution pointers (see underneath) recently characterized by the organization’s size, area, and technique.

The Advantages Of The HR Dashboard

At first glance, the dashboard offers several advantages:

1. A quick and synthetic visualization  :
2. the efficiency of human resources,
3. social dysfunctions (observed or anticipated);
4. an amazing instrument for inner correspondence with workers and directors of the organization;
5. precise analysis thanks to figures ;
6. support for the production of other HR documents  :
7. the BDES,
8. social balance sheet,
9. HR reporting.

Eventually, the HR dashboard is an important dynamic instrument. Because the outline offers the organization’s circumstances at a given time, HR directors, the board, and supervisors are better ready to convey activities adjusted to the real world.

The Objectives Of The Social Dashboard

For the human resources department, the objectives are numerous:

1. provide support in decision-making by the HR department;
2. carry out a diagnosis of the situation and understand:
3. the evolution and distribution of the workforce,
4. the absenteeism rate (see an example of absenteeism monitoring below),
5. turnover rate, 
6. compensation management,
7. training management,
8. the effectiveness of the recruitment process ;
9. set goals ;
10. evaluate performance and check whether objectives are achieved;
11. communicate and inform within the department and even to management.

What Performance Indicators For An HR Dashboard?

To be specific: information is refreshed continuously with graphical, dynamic, and adaptable dashboards… checking your HR markers is considerably more effective thanks to information perception programming. These assure better examination and navigation. Find every one of the benefits of these devices in our White Paper :

What Are HR Performance Indicators?

There are numerous to look over, contingent upon your objectives. For example:

Recruitment indicators :

1. the number of recruitments per year,
2. the number of applications per position,
3. the average cost of recruitment, etc. ;

Absenteeism Indicators :

1. the average rate of absenteeism,
2. breakdown by reason for absence,
3. the average duration of absences, etc. ;

Social Climate Indicators :

1. employee turnover rate,
2. average seniority,
3. the number of incivilities, etc.

You don’t know which indicators to choose to manage your human resources? Discover our complete list of HR indicators.

Why Set HR Indicators?

The selection of pointers is fundamental. They are straightforwardly connected to the movement, the targets, and the issues, continuously or temporarily. While fostering an HR dashboard, it is, hence, fundamental to characterize the key factors that you need to quantify and which will demonstrate unequivocal in the progress of your HR technique. Whether they expect to quantify the pace of enrollment, non-attendance, or even the social environment, all should meet similar necessities. They should be :

1. Relevant: respond to the company’s needs, the manager’s questions,
2. Followers: reflect the meaning and importance of the issue,
3. Contingents: respond to the situation and the expectations of the moment,
4. Quantified, but not monetary: you do not measure financial performance, but the degree of achievement of a key success factor,
5. clear and simple to understand and analyze,
6. not manipulated,
7. Obtained quickly to carry out corrective actions, etc.

Four Examples Of HR Dashboards

Example 1: Tracking Absenteeism

In the case of monitoring absenteeism within a company, here is the type of graphs the human resources department can access. This presentation offers a clear and synthetic view of the evolution of absenteeism.

Example 2: Gender Equality Index

About the monitoring of gender equality or disparities, for example, at the level of company management positions or remuneration, it can highlight these indicators:

1. pay gaps,
2. differences in salary increases,
3. promotion gaps,
4. Number of increments, etc.

Example 3: Tracking Recruitment Indicators

In particular, monitor:

1. the hiring rate,
2. the cost per hire,
3. Distribution by department, etc.

Example 4: Turnover Rate Of The Workforce

This dashboard, or this part of the HR dashboard, gives an idea of ​​the importance of staff movements about the overall workforce and the imbalance concerning the recruitment rate, if any. It can reveal a problem in the social climate of the company.

How To Build A Dashboard In 3 Steps?

Before embarking on the development of your HR dashboard, it is a good idea to ask yourself several questions:

1. Why is it essential for your company to better manage its HR functions?
2. What exact functions do you want to control?
3. How often will the data be updated?
4. Who will be the users of this social dashboard?

Select The Medium

Whether through Excel or using software dedicated to human resources management, you must define which tool to use according to your needs. Once again, the tool must meet several requirements:

1. present a pleasant and easy-to-use interface;
2. offer features that meet your expectations;
3. present visuals understandable by the greatest number.

Identify Data Sources

Where does the data you want to use come from? And how do you populate your HR dashboard with the right data? In terms of the choice of data, it depends on the KPIs and the objectives set beforehand. You can collect them from:

1. your CRM,
2. your accounting software,
3. your ERP software, etc.

As for uploading this data in your HR table, it all depends on the medium used.  As part of an Excel table, you can import files. With dedicated software, you can link your tool and selected databases.

Design Your HR Dashboard.

Now all you have to do is design your business dashboard! To do this, you must first determine how to organize your data. Three options are available to you:

1. Sorting by a group of indicators. For example, in the case of absenteeism data, you can split your data according to the departments of your company: marketing, sales, management, accounting, etc.
2. Sorting by the level of detail. Also, in the case of absenteeism data, you can divide the workforce according to seniority bands in the company, for example.
3. Sorting by causal link. Can the time of year have an impact on absenteeism, for example?

Second, choose the graphs that best represent your data. Opt for:

1. curves within the framework of an evolution;
2. pie charts to represent a proportion of staff;
3. bar charts to compare levels.

Which Tool To Make An HR Dashboard?

Excel HR Dashboard

Even though there is a plethora of software to create an HR dashboard, know that it is possible to create your table in Excel. The spreadsheet has the merit of offering several advantages:

1. the cost,
2. a malleable and modifiable table according to your desires.

On the other hand, there are also some disadvantages and not the least. An HR dashboard in Excel requires the following:

1. a good understanding of the software,
2. time to modify the data.

Which Software Is For Your HR Dashboard?

HRIS software (Human Resources Management Information System) automates human resources management processes, from recruitment to training, including career management. Here are some HRIS software that can meet your needs, global or specific: Bizneo HR Suite: this complete, modular, and scalable HRIS is aimed at any type of business. It includes a powerful and customizable HR dashboard to help you make informed decisions: 

1. Generate your HR reports by including more than 100 key indicators to monitor the management and evolution of your HR accurately. Recruitment, Performance, Activity time, Payroll, Absenteeism, GPEC, and Staff turnover are some indicators you can monitor in real-time.
2. Your information is returned synthetically so you can analyze your data at a glance and anticipate changes.

Chapter 012: web-based budget forecasting software for local authorities from 50 employees. The solution’s intuitive dashboard offers the following:

1. Graphs and key indicators include the HR budget consumption graph ( Burndown chart ).
2. A follow-up of alerts is available for several collaborators.

Emalti-RH (in SaaS mode or on-premise ): the software is suitable for all sizes of companies.

1. It offers pre-configured social reporting tools with over 150 indicators available for a downloadable social report in Excel format.
2. The software also supports BDES, BSI, dashboards, nominative or consolidated analyses, etc.

Factorial: a complete and scalable HR software that automates, simplifies, and streamlines the administrative processes of VSEs and SMEs via an intuitive and easy-to-use interface. With this tool: 

1. You improve the management of your teams and make informed decisions via visual HR tables updated in real-time with personalized indicators.
2. You optimize your time management and get monthly and annual summaries of absences and holidays in your company.

GrafiQ: complete social management  control and HR reporting tool  : 

1. It uses Business Intelligence for data management, such as BDES and dashboards. 
2. It offers a Report module to help companies set up the BDES, fully customizable, from their DSN (nominative social declarations).

kiwiHR: the all-in-one HR software for SMEs. This tool automates the creation of numerous HR dashboards.

1. You thus obtain real-time data thanks to numerous indicators (on demography, working time, absenteeism, recruitment, remuneration, etc.).
2. You have graphical reports, easily understandable and usable by HR departments and management.

monday.com HR is an HR toolbox that makes you more efficient in attracting talent, monitoring the process of recruiting candidates, and ensuring their proper integration.

1. Simply build modern and dynamic dashboards, and customize them to your needs.
2. Benefit from integrated analyses exploiting your data to provide relevant indicators.

Nicola HR: This software also uses Business Intelligence to combine data and build customizable reports.

1. Nicola HR notably offers tools for analyzing availability and productivity.
2. The software also helps keep budgets under control through budget consumption charts.

Personio: flexible HR suite particularly appreciated by HR departments and managers of VSEs and SMEs. It allows:

1. To have access to an accurate HR database to make informed decisions.
2. Optimize HR processes and workforce management based on macro analyzes or, on the contrary, precise, as needed.
3. To follow the entire life cycle of an employee with an overview.

Detect Quickly To React Quickly

In recent years, the modernization and digitization of HR practices have involved using ever more efficient tools, whether in analysis, monitoring, or monitoring. Decision-makers who quickly detect market developments and their dysfunctions react more quickly. They better control their budgets, save time, attract talent, and retain employees!

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