The 4 Dimensions of HR Reporting

Friday, February 8, 2013 6:24PM

Data is being produced everywhere we turn in the digital world. Just think about it for one minute. Well, in the one minute that just passed, Google received over 2 million searches, YouTube users uploaded 48 hours of video and Facebook users share over 684,000 pieces of content.

Human resources metrics is no different. In the midst of this data deluge, we rely on cost per hire, absentee rate and revenue per employee and other reporting metrics to make decisions and perform our jobs more effectively. Depending on your role within the organization, whether it is operational or strategic, you need to know the most important data report on and leverage for decision-making purposes.

Daily HR Reporting

Extensive daily operational reporting helps you to access and report on easily searchable employee information, including critical workforce data related to headcounts, diversity, compensation figures and more – all within the context of span of control. With tools like Aquire OrgPublisher, you can use visual report filtering to reduce the clutter and show only search results and chain of command. Instant access to this view within a specific span of control focuses attention on the right data so you can make operational decisions related to staffing and compliance needs.

Strategic HR Reporting

Strategic reporting provides visibility into critical employee, talent and performance intelligence that business leaders rely on to make strategic decisions across the enterprise. With tools like Aquire Insight to track boardroom-ready data, you can set goals, track workforce results to those goals and monitor the talent pipeline. Strategic reporting allows you to view key data from multiple sources, like your ERP, and compare this data to your organization’s key performance indicators.

While these tools allow us to view and filter only relevant data, it’s still easy to get decision fatigue – meaning, it’s hard to sift through and interpret all the data that’s available to make the right decisions. Or, it’s easy to become addicted to so much data, once again we become paralyzed to making good decisions.

The Four Dimensions

 
By understanding the four dimensions of reporting for different organizational roles, you can focus only on the data that will directly apply to the decisions you need to make. These dimensions include:
 
  1. Daily HR generalist reporting
  2. Organizational manager charting with head count, open positions and other sensitive information
  3. Senior level and C-suite reporting for succession planning and strategic organizational planning
  4. Predictive analytics and metrics charts for identifying trends over a period of time.
By leveraging the right data, you’ll be able to make the right workforce decisions at the right time.
 

<<Check out Aquire’s Webinar, The Four Dimensions of HR Reporting>>