Now more than ever, it is essential for companies to have an easy-to-access, easy-to-understand, single, real-time view of all of their HR data. This access allows CEOs to make accurate revenue projections and realistic budget decisions. It also helps administrators, hiring teams, recruiters, and managers make better on-the-ground decisions.
Many companies are still stuck in the Human Resource processes of decades ago, with paper files filling filing cabinets and HR staff buried up to their necks, with many of their hours being spent rifling through paperwork and compiling reports from various applications like Excel, sometimes printing reports out for top management only to then try to make sense of them or discover calculation errors with the analytics charts. Sometimes, they simply hand those HR reports off and rely on executives to make that sense. Unfortunately, making sense of dozens of different and disparate data points can feel overwhelming, and a lot of critical data slips through the cracks. An HR dashboard will streamline and simplify this entire, decades-old headache and keep data and people from slipping anywhere.
First, it is necessary to understand what an HR dashboard (also known as a people analytics dashboard) is. Most HR departments, at the behest of management, are tracking various pieces of information about the people who make it up. For both employees and contractors, and seasonal employees and PT workers alike.
Important HR metrics include, but are not limited to:
If that list seems extensive, that’s because it is! Recruiting, interviewing, hiring, training, employing, and even firing or losing people provides a company with tremendous information. Understanding that information and acting on it correctly can help your business grow, succeed, and thrive. Misunderstanding can lead to failure and destroy a company and its work culture.
An HR Dashboard brings all that data, everything on that list, and more into a single view, just like your car's dashboard. It can interface with multiple applications your HR department may be using and compile all the data from all those apps into one streamlined screen for you.
Aside from the obvious convenience, why do you need an HR dashboard? Maybe you feel confident about your company's direction and don’t think an HR dashboard is necessary.
An HR dashboard streamlines your HR processes and lightens the labor load on your HR team. This relief means you can better capitalize on your human capital. You can put your team to better use than reading and compiling paper reports for weekly management meetings.
Your HR team is better used to working with your people, settling conflicts, and recruiting, interviewing, and hiring quality personnel. The less we can keep the HR department buried in data and paperwork, the better.
Your Key Performance Indicators include headcount and the rates of turnover, promotion, and retention to maintain a strategic workforce. As CEO, top executive, or manager, your goal is to focus on the bottom line. You also want to drive sales and ensure excellent service or product delivery. To do that, you must ensure your entire team is on board, well-trained, and equipped to compete in an increasingly digital workplace environment. How do you do that?
When you understand, value, and develop your human capital through effective utilization of your HR Dashboard, you know each team member you have is playing to their strengths and that you are helping them develop their weaknesses. Your KPIs will practically take care of themselves. Strategic visibility of the workforce will become the status quo.
For HR business partners and the internal HR team, creating, maintaining, and sharing accurate and fresh HR reports for strategic visibility across the organization to stakeholders and management is imperative.
Once you implement an HR dashboard into your Human Resources department, your People Operations leaders can get a single, real-time view of all of your HR data. With an HR dashboard, such as a cloud-based HR dashboard solution, all of your HR data will transform into data stories, providing a full picture of what is at stake in your company.
HR Executives and HR Managers can then translate those stories for management and CEOs with adequate data on hand, so management can make the necessary changes and shifts within the organization to meet KPIs in real-time. Not after every quarterly report.
With HR Dashboard software, top management can expect data collected into a single database for easy and accurate report creation. This translates into:
So you’re ready to get started? You can create your own with Excel Spreadsheets.
The Excel template is free and ready to create your HR dashboard. Download the practice file and check the details.
Download HR Dashboard Templates and Examples — Free for DEI HR Dashboards, Surveys & More
You can also create HR dashboards more easily with Business Intelligence (BI) Tools. Some of the top BI tools in the market include:
These typically are complicated, time-consuming, and require deep technical expertise and knowledge to create and maintain accurate and fresh HR analytics reports.
Next, you can explore an automated option with purpose-built HR dashboard software. An HR Dashboard software solution will automatically pull HR metrics to create people analytics and integrate them using your existing HR information systems (HRIS'/HRMS') by an expert team of HR data consultants and analysts.
Some of the most compelling and robust HR analytics and data visualization software create your HR dashboard for you. Here is an example HR dashboard builder by VC-backed company eqtble:
Not just that, but many automated HR dashboard solutions can save almost a full work day, increase visibility into workforce insights across the organization, and ensure correct metrics are calculated (no more messing with formulas in Excel).
Next we have another HR dashboard solution provider here which shows its Diversity Dashboard from VC-backed Employee Cycle.
As you'll see the above two HR tech companies provide purpose-built HR analytics dashboards. They are essentially automated business intelligence and data visualization tools tailor-made for Human Resource teams without technical analytics capacities.
The next one up is a crowd favorite due to it's growing use cases and predictive analytics baked in. This one is from VC-backed Orgnostic, which takes a more sophisticated approach and is co-founded by a former Chief Human Resource Officer, Luka Babic.
The following HR dashboard example shows their people analytics solution helps to to discern key employee experience insights by looking at the company's employee engagement survey results by quarter:
With an HR dashboard, you can easily understand your attrition, recruiting efforts, and employee pulse. Plus, these platforms are built by experts, so you can be confident you're getting key insights and strategic recommendations.
Drive data-backed people decisions. Whether you're just getting your people analytics off the ground or tying into an established HR analytics department, you can use these solutions.
Related: Free People Analytics Masterclass (on-demand)
Transform your workforce by operationalizing HR data with an automated people analytics solution. For automated HR analytics and data visualization software solution, we have summarized the top people analytics solutions in this Top 10 List of People Analytics Software Solutions.
Get started with an HR dashboard and people analytics solution to improve your workforce by operationalizing HR data. This will save time for HR Generalists and HR Directors, and provide management with greater insight into how employees reach new levels of employee satisfaction, productivity, and a better employee experience.
See the Top 10 HR Analytics Software Solutions to find what fits your needs to get started today.
Be sure to subscribe to our weekly HR newsletter to be the 1st to get new information on upcoming HR webinars, new articles, guides, HR courses, and more!
7taps was used to create this snackable mico-course.
Define the desired outcomes of the employee experience transformation and create a plan to achieve them
Create a culture that encourages employees to participate in the transformation process and rewards them for their efforts
Ensure that employees have access to the resources they need to succeed, such as flexible working arrangements, health and wellness initiatives, and other benefits
Leverage technology to improve the efficiency of the transformation process and to provide employees with a better experience
Track progress throughout the transformation process to ensure that the desired outcomes are being achieved
Establishing a clear vision and strategy is essential for successful employee experience transformation as it provides direction and focus for the transformation process.
If you're interested in in creating similar courses or using AI for inspiration to create training and development course materials like we did with this micro-course, get your free 14-day trial with our affiliate 7taps and explore 7taps AI.
As an HR professional, attending conferences is a valuable opportunity to learn, connect, and stay up-to-date on the latest trends and best practices in the field. It will be updated throughout the year, so be sure to check back and to share it with friends and colleagues in your network.
Here is a list of top HR conferences to consider attending across the world:
In conclusion, attending HR conferences is a valuable opportunity for HR professionals to learn, connect, and stay up-to-date on the latest trends and best practices in the field. The list of top HR conferences in 2023 offers a wide range of options for HR professionals to choose from, depending on their location and areas of interest. Attending these conferences can help HR professionals to expand their knowledge and network, and stay at the forefront of their profession.
Source: People Geeks Slack / PYN
With the global HR industry expected to grow at 12.2% per year from 2021 to 2028, HR development and upskilling are critical. But you don’t need to go back to grad school to upgrade your HR skills; instead, you can choose high-quality free HR courses online. Some of these courses even allow you to self-report and provide you with a free printable HR certificate of completion or diploma.
Taking the courses will help broaden your management abilities, equip you with the latest HR strategies, and help you stay updated on employment laws and labor relations. This post will take you through 10 of the best HR courses online. Topics range from people analytics to recruitment, HR management, interviewing candidates, and more. Let’s dig in!
Choosing the suitable HR certification courses can be challenging with so many options online. Luckily, we’ve done our research and developed a list of the best free hr courses that cover many aspects of human resources, from managing employee problems to interviewing.
Here are the courses that made it to our list:
First up on our list of HR courses is the People Analytics Masterclass by Human Resource Webinars. During the eight 60-minutes masterclasses, you’ll learn how to connect HR metrics to business goals, develop and implement data-driven strategies, and set the right People Analytics foundation.
The course is administered via zoom sessions by former and current CHROs and people ops execs from firms like American Express, WesternUnion, Facebook, Uber, etc. Training in this course will help you use data to inform strategic planning and resolve talent challenges.
You’ll also get a free certificate if you complete quizzes for more than 80% of the sessions.
To manage your employees, you’ll first need to find and recruit employees, which is what this HR course is concerned about. It’ll equip you with the skills, abilities, and knowledge you need to shortlist applicants, interview them, select, and offer the right candidates a role in your firm.
The courses will emphasize the interview process and how to induce new hires into the organization. Brought to you for free of cost, this course takes 20 hours, is self-paced, and provides you with an online certificate upon completion.
Upskill your HR management skills with this free-of-charge course from one of the world’s best HR training websites – the Oxford Home Study Centre. The course is open to all individuals, from experienced executives to budding HR professionals and aspiring managers.
The course is self-paced, taking about 20 hours to complete, and you’re offered a certificate at the end. It allows you to sharpen your leadership and management skills, abilities, and knowledge and increase your efficiency for professional growth.
Work your way up the HR leadership ladder with this free Diploma in HR Management course by Oxford Home Study Centre. It’s designed to equip you with a wide range of skills and knowledge applicable in various management areas.
The course takes 450 hours to complete, and the learners earn a diploma. It moves beyond HR individuals’ day-to-day functions and focuses on strategic development needs at top-level management.
Get the edge with this globally recognized course from Oxford Home Study Centre. The course is designed to equip learners with vital management skills needed in the human resource management field.
The course takes 200 hours to complete and is open to anyone worldwide. It helps professionals interested in advancing their HR career obtain the skills and knowledge needed to fulfill the role of a human resource generalist. Upon completion, you earn a certificate in HR management.
Brought to you by LinkedIn learning and taught by Wayne Cascio, the Human Resources Foundations is among the best courses for HR generalists. This video course features some of the best HR modules, including interviewing techniques, performance management principles, how to apply internal training, etc.
The class is free, and you earn a certificate of completion and CPE credits after completing it. Another benefit about the course is that it’s self-paced, taught by an award-winning instructor, and is only one hour long.
People problems are common in the corporate world, and this course looks to help you manage these problems. JoAnn Corley teaches the course, and it explains the importance of training and documentation and how HR managers can use the employee handbook when problems arise. You’ll also learn why putting a good process in place is key to managing problems in the organization.
The course takes about an hour to complete, and you earn a certificate of completion. And the best thing about this course is that you can access it from any platform, from phones to tablets to PC.
If you want to manage your employees effectively, you’ll need a holistic training experience that helps you understand your people first. This is where this LinkedIn’s HR course comes in. It’s designed to help you evaluate things like performance and efficiency.
The course helps you measure the various HR metrics, including recruiting and hiring success, onboarding effectiveness, retention, etc. You only need about an hour to complete the course, and you earn a certificate of completion.
Interviewing techniques keep on changing as the world advances. LinkedIn brings this course to you to ensure you’re up-to-date with the latest interviewing techniques. Taught by Barbara Bruno, the course is about 1.25 hours long and completed by almost 165,000 learners worldwide.
Among the lessons covered in this course are:
Upon completion, you’ll earn a certificate of completion and CPE credit.
This is an 18-hours course designed for intermediate-level human resource professionals. The course covers talent acquisition, HR management, and employment laws. It enables the learner to develop the ability to motivate employees and use the various HRM strategies to benefit the organization.
The course is administered by John W. Budd and is a partnership between Coursera and the University of Minnesota. Upon completion, the learner will earn a certificate of completion and a CPE credit.
Be sure to keep in mind that this is Course 1 of 5 in their HR Management: HR for People Managers Specialization.
In this course, you will learn about the importance of recruitment, selection, and onboarding in hiring the right people for your organization. Take this course which discusses how to align recruitment goals with company strategy, and explore various effective and legal methods for recruiting and selecting employees. They will also cover current trends in talent acquisition, such as the use of social media and hiring analytics. Finally, you will examine the onboarding process and how to promote employee commitment and engagement.
Be sure to keep in mind that this is Course 2 of 5 in their HR Management: HR for People Managers Specialization.
In this course, you will learn essential leadership skills, including how to motivate and inspire individuals, manage talent, and lead teams without formal authority. You will gain knowledge and practical skills through lectures from Michigan faculty, as well as from experienced leaders in the field. Throughout the course, you will have opportunities to apply new leadership skills in practical assignments and a capstone project. Upon completion, top students may be eligible for additional benefits, such as office hours with faculty and a waived application fee for Michigan Ross graduate programs.
This course from the University of London, is designed to provide practical guidance for managing people in any workplace setting. You will learn about HR theories and how they apply in real-life work environments, and gain skills in areas such as choosing employees, motivating and evaluating your team, managing workplace conflict, and making daily decisions as a leader. By the end of the course, you will be better equipped to manage people effectively in your workplace.
Discover the benefits of a people-first culture and learn how to create a human-centered work environment that prioritizes the well-being and needs of employees. Our course for HR professionals covers the importance of meaningful work, the adoption of human-centered methods and technologies, and the creation of cultures that support personal growth and a holistic approach. Embrace a people-first culture and drive success in your organization.
As an L&D or HR professional, you know the importance of providing ongoing professional development for your team. But let's face it, long, drawn-out training sessions can be a drag, leaving employees feeling disengaged and overwhelmed. That's where microlearning comes in! In this course, you will learn how to design and implement microlearning courses that are short, focused, and engaging, and that fit within a larger training and development strategy. You'll also learn best practices for using microlearning to reinforce existing training, deliver just-in-time learning, and more. So, why wait? Get in on the microlearning revolution and sign up for this free 5-minute course today!
Whether you’re interested in one course or a complete set of HR certification courses, many are available to suit your needs. However, with many options to choose from, it’s very easy to get overwhelmed.
This post provides you with the best free and quick HR courses to boost your HR career. You can see even more information about earning HR certifications from SHRM, HCI, HRCI, and CIPD. Good luck as you use these free HR courses and certificates to upskill and remain competitive in a tight labor market.
As HR professionals, we play a critical role in shaping the work experiences of employees and building cultures that foster success and well-being. One approach that can help us in this mission is to focus on human-centered work.
At its core, human-centered work is work that puts the needs and well-being of people at the center of its focus. It recognizes that work is not just a means of income generation, but also a means for personal growth, self-expression, and enjoyment. It understands that work can provide opportunities for learning, perspective, self-affirmation, and making a positive impact on the world.
It also recognizes the importance of productivity and efficiency, but understands that traditional ways we work may not always be the most effective or sustainable. For example, the traditional model of working long hours and sacrificing personal time that could be enjoyed with our families for the sake of productivity is not sustainable in the long term, and can lead to burnout and reduced productivity. Instead, human-centered work seeks to find ways to increase productivity while also supporting the well-being and happiness of employees.
One way to do this is by adopting new productivity methods and technologies. Technology gives us unprecedented leverage, but it is only useful if it is surrounded by the right rules, mental models, policies and procedures, habits, and paradigms. Adopting new technologies can be challenging, as it requires change and can evoke fear, anxiety, overwhelm, and resistance.
However, with the right guidance and support, employees can learn to embrace change and find new ways of working that are more efficient and effective. Take, for example, AI tools like ChatGPT which has been trending since it came out last month. It uses technologies trained on a vast amount of knowledge, and is able to have a dialogue with you and even act as your personal assistant, editor, writer, and can be used to improve your own productivity as an extension of your own capabilities, done right. The following is an example prompt and response:
Overall, in this example of using AI and technology to boost productivity, ChatGPT can help the HR manager streamline their internal communications about the benefits change and reduce the time they spend answering questions and sending updates. This will allow them to be more productive and focus on other important tasks.
As HR professionals, it is our responsibility to help employees understand themselves, their values, and their goals, and to guide them in finding work that is meaningful and fulfilling for them. This requires building cultures that support personal growth and development, and providing employees with the tools and resources they need to succeed. It also requires creating a sense of community and connection among employees, and fostering a culture of open communication and collaboration.
In addition to these internal factors, HR professionals also need to consider the external context in which work takes place. This includes understanding the needs and expectations of customers and clients, as well as the impact of work on the broader community and society. By taking a holistic approach to work, HR professionals can help employees find purpose and meaning in their work, and contribute to the greater good.
In conclusion, human-centered work is a vital concept for HR professionals to consider as we strive to create cultures that support the success and well-being of employees. By focusing on personal growth, productivity, and a holistic approach to work, we can help employees find meaning and fulfillment in their work and contribute to a more peaceful and just society. So, it is very important for HR professionals to understand the concept of human-centered work and how to implement it in their organization.
The human resources industry is full of jargon. Sometimes it can feel like HR professionals are speaking a different language. If you're new to the HR field, or you're looking for a refresher on HR terminology, this guide is for you.
The HR industry is full of jargon. We hope you enjoyed this HR Glossary, which breaks down commonly used HR terms and phrases. It was created to help those seeking leadership and People roles in human resources, from students to executives, in order to better understand HR industry terminology.
Want to read what thousands of HR leaders from around the world are reading and watching? Subscribe to our newsletter today!
Looking for some good HRM eBooks to help you learn more about the topic? Look no further! Here are 235 great options from bookboon that are bite-sized for busy people leaders.
There are a lot of different aspects to human resources management (HRM), and it can be difficult to know where to start when trying to learn more about the topic. However, there are a few key resources that can help get you started on your journey to becoming an HR expert. One great way to learn more about HR is to read bite-sized eBooks on the subject. This way, you can learn about a specific topic without feeling overwhelmed by a long, dense book.
You can download and read books on just about anything on Human Resource Management and other subjects, at a nominal cost or at no cost, depending. There are a lot of different eBooks available on HR, so you can pick and choose which topics you want to focus on. Another great way to learn more about HR is to attend webinars, explore and earn HR certification, and discover top online HR courses.
Check out these top HRM eBooks and Audio Books that are bite-sized for busy people leaders like yourself below.
In a recent webinar with Orgnostic People Analytics software, Luka Babic goes through a few challenges, data points on the importance of HR data by McKinsey, and the entire employee life cycle and his team's model for it. He then goes on to provide his insights when we asked him about employee experience transformation.
In a distributed world, HR data can help to
Organizations need to build, measure, and learn to succeed. The lean startup model has good learnings around this for further reading.
Answer (edited): I completely agree actually the point that it is very similar to customer experience. Employee experience transformation does require a cultural change, or at least the culture underlying or the baseline that exists and this is something that was very mind-boggling to me generally in most of the companies. When you think about all the other functions in the organization from the very onset of a startup or company, sales is going to be data-driven. Marketing is going to be data-driven. Product is going to be data-driven. Engineering is going to be data-driven. So, they're all usually data-driven, and companies that have all these components at the top management level, that are benefits to that.
You have all the ingredients to make the soup; quite often HR just doesn't "cross the chasm" — and HR remains the only sort of feeling-driven function — and that isn't ideal because it is not being factored properly by the rest of the executive leadership team and to an extent the result of talent as well. And I think that that's the kind of a chasm — HR leadership needs to adopt this kind of mindset, that we need to build a data-driven function... because management is usually appreciating that kind of approach.
It's just about being being as mindful about what are the things that you should measure (HR metrics) and actually having a framework in mind (like OKRs) so that when you're coming in to share HR insights with management, it make sense, and it's not just a bunch of random numbers, or HR dashboards that you're that you're pushing around, which will not benefit your data-driven agenda.
But it's a great point. I think it's a great point that is very similar to the customer experience transformation and and that kind of mindset shift among the organization, specifically HR management in this case.
Luka Babic is the co-founder and CEO of the Orgnostic people analytics platform. Prior to founding Orgnostic, Luka was the Head of People Ops/CHRO and member of the Board at the tech unicorn Infobip. Before that, Luka worked as a researcher at Harvard, and he combines his industry knowledge and his deep connection with the academic community to tackle the challenge of making HR a truly data-driven, strategic function.
Image source & credits: Luka Babic / Orgnostic
Consider exploring top people analytics software like Orgnostic as your source of truth for HR data—which is a prerequisite for employee experience transformation.
Good news! There are many ways to measure the value of diversity, equity, and inclusion initiatives. Bad news: it’s not easy to find accurate, comprehensive metrics for calculating the overall effectiveness of your DEI program. That’s particularly true when you’re measuring outcomes related to change management and cultural transformation.
That’s likely to change over the next few years, as more companies make DEI initiatives a core part of their business strategy. In the meantime, here we’ll look at a few key metrics you can use to measure the effectiveness of your DEI program.
To determine the ROI of DEI initiatives, you need to measure both business outcomes and employee perceptions. Here are a few metrics to measure each. You can find more HR metrics here.
Measuring the impact of DEI initiatives is challenging, but not impossible.
Keeping track of data is important for understanding the diversity of your workforce, seeing how your DEI efforts are doing over time, and measuring how your organization's DEI status compares to others in your industry.
Fortunately, there are solutions for many of these problems. For example, you can improve the validity and reliability of diversity data by standardizing how you collect it.
Over time, all these efforts should result in accurate, consistent data that can be used to:
To do that, you’ll need to measure both business outcomes and employee perceptions.
When trying to build a case for DEI investment, you’ll run into several common objections. This is primarily because diversity initiatives cost money but don’t generate revenue, at least not in the immediate term.
Before you can generate revenue from your diversity initiatives, you need to first spend money on implementing and nurturing them. These initial costs are usually a hindrance to investment, but a good ROI story can help overcome resistance.
Use statistics from leading companies to state your case if you don't have your own first-party data to back up your initiative. For example, companies with above-average gender and racial/ethnic diversity in leadership roles are eight times more likely to be in the top 10% of organizations for financial performance (DDI, 2020).
Co-create your DEI initiative with your team and leadership
This will require you to operationalize a culture of authentic collaboration by building trust with leadership and your team, as well as using your HR data to determine important DEI metrics with your people analytics journey.
JEDI (Justice, Equity, Diversity, and Inclusion) - JEDI is an acronym for inclusivity in the workplace. It focuses on justice, equity, diversity, and inclusion, ensuring that everyone is treated fairly and comfortable, with no discrimination.
Often times, DEI programs make an attempt to address this, but not comprehensively.
The pandemic has forced organizations of all sizes to rapidly adapt their workplace policies and procedures to accommodate a remote-first workforce. For many people leaders, this has meant a crash course in HR best practices for managing a remote team. If you're looking for ways to continue developing your HR skillset, we've compiled a list of our top HR webinars for remote-first people leaders. From managing the performance of remote employees to developing an inclusive remote culture, these webinars will help you build the skills you need to thrive in a remote-first world.
These top HR webinars will help remote-first people leaders like yourself develop the skills you need.
One of the best ways to stay up-to-date on the latest trends and best practices in remote work is to participate in these free HR webinars. These virtual events offer a great way to learn from experts and network with other professionals.
For even more, see the plethora of HR webinars on LinkedIn + BrightTalk. If you want paid HR webinars, explore SHRM webcasts here; learn more about HR certifications.
The business world has had human resources departments for as long as there have been humans who need resources. Employees need a centralized point of contact when they need help with a staffing issue, from everything to paychecks and benefits to vacation days and official complaints. Human resources covers it all. Truly, you get the right people in your human resources department, and it can mean real, tangible growth in your business.
Now, we have an added tool for human resources – analytics. Analytics have been around for decades. Sure, not as long as human resources, but we quickly learned in business that tracking our metrics and analyzing them has helped us grow in business in numerous ways. We track sales, we track marketing, why should we not also track our human resources?
HR metrics refers to the various key figures that help a business track their employees and measure how effective their human resources strategies are. When we think of HR metrics, we think of data like turnover, cost-per-hire, benefits participation rate, and other key factors that affect your recruitment, your engagement and retention, your time tracking, your employee value and performance, and your training and development.
Depending on the tools or HR software you employ, you could be measuring across the employee life cycle:
The attrition rate helps you understand the number of people leaving over a given period, across your company. This lets you know if you need to review current retention strategies, and where to focus your effort.
The average commute tells you how long it takes, on average, for your employees to get to work. This can help you make better choices about the location of your current offices, and to inform your growth and expansion strategies.
Average Number of Direct Reports
The average number of direct reports shows you how many employees the average manager at your company oversees. This is used to understand if your managers are being stretched, or have capacity for growing their team.
Average Performance Rating by Diversity
This helps you understand the performance of your diverse employees. This can be used to better focus learning and training initiatives, and to benchmark against larger trends.
The average salary helps you understand the compensation of your average employee. This is a quick way to check if your salaries are competitive within your industry, or if your company is meeting internal benchmarks on pay.
This tells you the average amount of time an employee has been with your company. This can form part of your overall turnover statistics, and give you an at-a-glance picture of how long-term your average employee is.
The candidate forecast helps you see how many applicants are needed to meet your current headcount goals. This gives you the knowledge you need to scale hiring efforts up or down, and to manage your budget for hiring more effectively.
Candidate Process Funnel
The candidate process funnel helps you understand how quickly and efficiently candidates move through the recruitment process. This gives you insight into your overall recruiting activities and recruiter effectiveness.
The compa ratio shows you where your employee’s compensation sits relative to the exact midpoint of compensation over the whole company. This lets you quickly see if an employee is potentially being under or overpaid.
The compensation fairness metric helps you understand how your compensation is benchmarked against the broader market. With this, you can review your compensation strategies and policies with greater insight.
Compensation as a Percentage of Revenue
Viewing compensation as a percentage of revenue shows you how much of the revenue you generate is being spent on paying your employees. This can help you better plan your compensation packages and headcount.
Cost of Hire
This is the amount of money it takes to bring on a new employee. Knowing this, you can better focus your recruiting efforts – and push for meaningful retention strategies to lower the cost of recruitment overall.
The current headcount shows you just how many employees are currently in your company. Use this snapshot to see if you’re growing or shrinking, and for working out your averages in a given moment of the company’s progress.
The diverse hires metric helps you understand the amount of diverse employees you’re bringing into the company. Use it to better inform your diversity policies, sourcing, and recruiting processes.
Diversity Candidate Process Funnel
The diversity candidate process funnel helps you see if diverse employees are being moved through the hiring cycle fairly. Use it to see if there are any potential areas of concern, or if there’s bias at play within the hiring cycle.
Dollars Required to Fix Pay Gap
Understand the monetary cost of creating equity in pay in your organization. This is useful for evaluating your current compensation policies, and setting goals for growth and compensation in the future.
Employee Engagement Score is a metric that assesses how invested your employees are in contributing to your company's success. While various factors can affect this score, it is primarily influenced by emotions and relationships. The score is not determined by perks and events, such as pizza parties or book clubs, but by fostering connections and shared purpose among employees.
The forecast attrition metric helps you understand the potential amount of attrition your company faces in the future – so you can plan your headcount accordingly.
Forecast Recruiter Needs
This shows the number of recruiters you need to achieve your headcount and growth goals, so you can gauge whether your current headcount plan is feasible.
Forecast Salary Based on Hiring Goals and Attrition
This metric helps you understand the salary you’ll need to offer new employees in order to be competitive in the market. It takes into account your current growth goals and the attrition rate at your company – now, and forecasted.
This can help you understand how candidates perceive the interview experience at your company. It can also shed light on the feelings of current and former employees. This can guide you towards potential areas of improvement.
High Performers Compa Ratio vs Others
See if your high performers are being paid above or below the midpoint. Use this to evaluate and allocate budget during promotion cycles. This can help meet retention goals and avoid attrition among high performers.
Hire Rates by Diversity
See the rate at which diverse employees are being hired, so you can benchmark against the broader market and internal policies.
Set a goal for hiring, and track your progress against this metric. See how far you have to go, how far you have come, and adjust your goal based on current needs.
Hiring Goals Completion Percentage
This is a quick way to understand how close you are to reaching your goal – so you know if you need to increase efforts, or stay the course.
Hiring Needs vs Attrition
This helps you see how many employees you need to hire, given your current attrition. This means you can focus your hiring efforts to meet your goal, to counterbalance the rate at which employees are leaving.
This helps you understand the number of employees who are being processed out of your company. Use this metric to better understand whether your hiring practices need to be reviewed – or if employees don’t have adequate training.
Manager Net Promoter Score (NPS) of Current Employees
The manager NPS of current employees tells you how likely your current employees would be to recommend their manager. Use it to understand the performance and leadership qualities of managers in your company.
Manager Net Promoter Score (NPS) of Exited Employees
The manager NPS of exited employees tells you how likely your former employees would be to recommend their manager. This lets you see whether management was a factor in the employee exiting the organization.
Manager Training & Performance Correlation
See if there is any relationship between manager training and their performance. Use this to refine your training efforts and focus on key areas.
Net Promoter Score (NPS) of Current Employees
Understand how likely your current employees would be to recommend your company. Get to know if your current employees are happy to work at the company, or if further measures are required.
Net Promoter Score (NPS) of Exited Employees
The NPS of exited employees helps you understand how likely your exited employees would be to recommend your company so you know if people who leave your company have a favorable impression.
New Hire Retention Rate
Understand the rate of new hires that remain with your company over a certain period. You can use this to see if there are any concerns during your onboarding process, or during a new employee’s early months.
Number of Candidates Needed to Fill a Role
This tells you how many candidates you’ll typically need to source in order to fill a role. Use this metric to gauge whether your hiring pipeline is sufficient to meet your current capacity and headcount goals.
Number of Completed Courses Over Time
The number of completed courses over time helps you understand the amount of courses employees are completing so you can gauge engagement with your learning platform.
Number of Contractors
See how many contractors are currently employed at the company, so you can create more accurate headcount forecasts and better understand your workforce.
Number of Employees Above/Within/Below the Band
Seeing the number of employees within banded pay structures helps you understand the compensation windows for your company. See if your compensation strategies need to be reviewed.
Number of Onsites Conducted by Week
This tells you how many onsite interviews are being conducted each week, so you can understand how often candidates are being brought to a location, and how well your recruitment pipeline is flowing.
Number of Phone Screens Conducted By Week
This tells you how many candidates your recruiting team contacted and screened over the phone each week. This can help benchmark against your recruitment goals and spot potential bottlenecks in the recruitment pipeline.
Number of Rehires
How many former employees return to the organization. This can indicate whether your policies, benefits, and compensation are competitive in the market. This can also be used alongside other workplace satisfaction metrics.
This helps you understand the rate at which candidates accept job offers. Use it to understand if there is a breakdown in the hiring process, or to prompt investigation of the competitiveness of your offers.
Onboarding Time Length
The time it takes for someone to get ramped up and ready to do productive work in your organization. This can help refine your onboarding processes and training, and set better workload capacity schedules.
Onboards this Week
See how many new hires there are in your organization this week. Use this metric to better allocate headcount for training and other processes related to onboarding.
Onsite to Offer Ratio
The onsite to offer ratio helps you understand how many onsite interviews are needed to send an offer. If the ratio is too high, assess if there is an inappropriate allocation of resources.
The number of open jobs helps you better refine your headcount projections and gauge hiring efforts more effectively.
Open Manager vs Individual Contributor roles
This is the ratio between manager roles and individuals who do not manage others. This metric can help you understand whether your hiring challenges are more pronounced at a senior or management level.
This shows you the amount of paid time off employees take within a year, giving insight into how comfortable your teams are to request time off. It can also help you gauge and manage the impact of burnout within the workforce.
See the flow of individuals moving through your hiring cycle, expressed as a rate. Passthrough rates can help you understand whether there are any specific areas of concern or roadblocks in your hiring cycle.
Pay Equity Gap
This complex analysis uses data from multiple streams to identify pay equity gaps in your organization.
Percent of Leader Roles that have Completed Learning Courses
This tells you the percentage of leaders who are actively pursuing self development in your organization. Use this metric to gauge the success of your learning efforts, and measure engagement in senior levels.
See the percentage of employees that identify as a woman, relative to the size of the full-time workforce, in your company
Percentage of Individual Contributor vs Manager
See the distribution of management roles compared to individuals who do not manage others. That can show you if your organizational structure is top heavy.
Percentage of Learning Courses Completed
The percentage of learning courses completed helps you understand the percentage of employees have taken the required courses out of what was assigned.
Problematic Employee Transfers
This can help you understand whether you are transferring problematic employees rather than pursuing disciplinary action – and indicate if there are wider cultural issues that allow problematic behaviors to pass.
The promotions metric helps you understand the career mobility in your company.
Promotions Rate by Diversity
Understand the rate at which different groups of people move upward within the company. Use this to benchmark, set, and meet your DEI goals.
Ratio of diversity in Senior Levels
See how many of your diverse employees are in leadership positions at your company. Use this metric to recognize imbalances within your company, and to better refine your promotion and hiring policies.
See how many candidates a recruiter is able to review per day, and how many jobs a recruiter can manage. Use this to allocate and budget recruitment resources more effectively.
Recruiter Efficiency Score
Answer questions like: are recruiters able to meet demand? Do I need contractors or agencies? Are my recruiters underperforming? Use it with other talent metrics related to recruiters: time to hire, hiring diversity, senior hires, and more.
Recruiter to Candidate Ratio
Helps you understand the number of candidates per recruiter, so you can see if your recruiters are overwhelmed and need additional resources.
Shows the transactions completed by recruiters, and lets you see workload against engagement.
Tenure of Exited Employees
This helps you understand how long former employees stayed at your company on average.
Time to Fill
The amount of time it takes for a job to go from open to filled. This can give you insight into the effectiveness of recruiting practices within the organization.
Time to Hire
Time to hire helps you understand the amount of time it takes for a candidate to move through the recruitment process. It directly impacts the cost to hire, and is a reflection of recruiter performance.
Time to Start
Time to start tells you how long it takes for an employee to start employment after finishing the recruitment process. This can give insight into the efficiency of the onboarding process.
Top Companies/Industries Employees Exits
Gathered in the exit interview process, this helps you understand where employees are accepting new job offers. Use this knowledge to benchmark your current benefits, compensation, and policies against the top competition.
Top Reasons for Leaving
Use this knowledge from exit interviews to understand the key drivers of attrition in employees, so you can work to resolve and review current policies.
Top Withdrawal Reasons
If candidates with high ratings from top companies are rejecting offers, this data can shed light on their withdrawal reasons and help you make better offers in the future.
See an accurate picture of an employee’s full compensation package. This metric combines their annual salary, bonuses, cost of benefits, and equity.
Total Hires YTD
Total hires in the year to date helps you understand how fast your company is growing, and gives insight into how many jobs are opening.
The total terminations metric combines all employees leaving the company, regardless of the reason (involuntary or voluntary). Use this to gain insight into how to increase employee retention and improve hiring practices.
Understand internal employee mobility between departments and locations. This can give you insight into the fit between an employee and the position they are hired into.
This tells you the number of employees who willingly leave the company. Combine this with other metrics to see how to stay competitive within the market.
Next, what follows naturally are HR Analytics, which is also known as People Analytics.
Once employee data is collected, HR metrics are made explicit and important pieces of information are then are measured and evaluated using people analytics, also known as HR analytics. Through the HR analytics process, a specialized role such as a People Analytics Specialist or HR Analyst, or simply an HR manager/generalist may then analyze the metrics once data visualiztion is completed (e.g., in an Excel, PowerBI, or an automted HR dashboard solution).
You seek and gain insight from this evaluative analytics process, discovering how your workforce is performing, how well you are utilizing your human capital, and how well you are supporting critical business goals, such as:
When you apply all the data gained from your HR Metrics to these goals, you can accurately measure your progress and then adjust accordingly.
Applying a strategic HR analytics strategy to your business plan is a good idea because it helps make your organization more successful. It also has the potential to increase positive employee engagement and the overall employee experience, leading to a healthier workplace culture and happier employees by preventing burnout, which, as well known by now, is a key factor in reducing employee turnover. This is especially important to stay competitive as “The Great Resignation” rages, where we are seeing millions of people quit jobs and managers they don’t like during the pandemic.
People Analytics applies to all people that interact with your business, internally, and may even include part-time and seasonal workers, freelancers and gig contractors, who are not always recognized in HR. You can tell the difference easily, and while some will say the terms are not interchangeable, others argue that while there are subtle differences, they all give you similar feedback. Necessary feedback.
So how does analyzing all these metrics help your business grow?
First and foremost, HR analytics gives you deep insight into how your organization's workforce is performing.
HR leaders should think of what kinds of intervention and best practices the department has in place to keep your employees cared for and utilized to the best of their potential through an employee engagement strategy rollout. The goal when you have employees is to maximize on your human capital to its fullest extent, while maintaining a healthy workplace culture, with the right people in the right roles. For example, you should not have a highly talented salesman in the mailroom. Likewise, someone better suited to a non-customer interactive job should not be in sales. HR analytics mY help you identify these issues.
When you focus on HR analytics’ data-driven approach to your human capital, you can answer important questions like what the potential of each employee is, how many BIPOC (Black, Indigenous, & People of Color) people work at your organization, how long you can expect your employees to stay, what is the average tenure at your organization, and who you can expect to improve, and even when.
Human resources are a source of a tremendous amount of data, and in this age of information, it is more imperative than ever that we start using that data to make better decisions.
HR analytics help businesses in recruitment and engagement. You will know if you need more female voices in a department or the perspective from more people of color. We now live in a world that is becoming increasingly diverse, and if our customers are diverse, then so too should be reflected in our businesses. That’s how we grow, by mirroring our audience, so we know how to speak to them directly. We learn to do that better with the tools we get from HR analytics.
With HR metrics and HR analytics, you have the potential to build a solid team, to recruit the right people, to retain your strong team members, and to let those who are ready to go, go. With an appropriate set of best practices and tools, your business grows from one that is hierarchical and lacking in communication to one where your HR department holds real value and acts as that central touchpoint for an effective and efficient team of people working hard toward mutual success.
All the cards are on the table, everyone is aiming toward their maximum potential, and everyone feels like a valued member of the team. A true partner.
That is the potential value of HR analytics.
Great. You’re sold on HR Analytics. Now, how do you get started? Chances are, you are already utilizing several data sources and HR technology systems in your HR department. Examples include:
Tons of HR data at your fingertips, and you are probably not even aware of just how much you can do with all of it. Most HR data just gets compiled and sits in a database, spreadsheet, and several HR systems. What you need is a visualization of your HR data, in the form of a digital dashboard. An HR analytics dashboard that integrates all your systems onto one and shows you what you did not even realize you needed to know. Is it worth investing in yet another system to have HR analytics at your fingertips within hours?
Continue reading about people analytics dashboard solutions
HR analytics and better HR data is worth the investment. Your ROI potential is massive when you can accurately capitalize on the strengths of your team members. Not to mention the time savings HR generalists and People Operations leaders will save–on average of over six hours a week–which really adds up over time. Be sure to bring these data points when you go to make the business case for a new solution to implement for your HR department and your organization's workforce.
Continue reading about people analytics dashboard solutions with examples and templates
HR dashboard software will allow you to view and share out real-time digital reports before important meetings that allow you to adjust to your human capital, without downloading or using software like Excel. Your business cannot help but grow when you know how to best analyze your data, and you should not be spending all your time wrangling data and working in spreadsheets.
If you’re ready to get all your data onto one dashboard at your fingertips, feel free to see our people analytics dasboard software guide for a comparison and a deeper dive into leading People Analyics dashboard solutions.
Business growth is never easy but it’s made easier when your people perform at their best.
And your people can only perform well if they have clarity on what they need to do to deliver results and drive impact. As a People person, it’s your job to give them that clarity—the good news is, you’re not in it alone!
Come along to a panel discussion where other People leaders will compare and contrast their approaches to building a high-performance culture. Learn from different perspectives and leave with the most relevant insights for your organization.
💡 By the end, you’ll have a clear understanding of:
✅ You’re a People leader looking to make a tangible contribution to the success of your organization
✅ You want to support your people in delivering against business objectives
✅ You want to give your people clarity on how they can grow and improve in their roles
✅ The business you work for has ambitious goals that need to be met
Not working? Enter your email to access webinar here: https://app.livestorm.co/learnerbly/laying-the-foundations-for-your-people-to-perform-at-their-best