A central task of HR is to regularly provide answers to questions about capacities, personnel costs and time accounts. In order to be able to answer these questions in a targeted manner, especially in management under uncertainty, a data-based foundation is the decisive success factor. In almost every company the corresponding data is available, but in different systems and often a clear and concise preparation in form of a comprehensive HR reporting is missing.
HR Reporting: Sound basis for decision-making instead of good feeling
A confusing management of HR data is a reality in many organisations. Personnel-related information is distributed among the payroll accounting system, the time management system and various Excel lists. A meaningful evaluation of the data is therefore only possible with great effort and time. Often these valuable resources remain completely unused and decisions are made rather on a gut feeling basis. Comprehensive HR reporting is essential for the management.
In order to provide a well-founded basis for decisions on personnel issues and thus also contribute to strategic corporate management, a reliable database and sound analyses are of central importance. However, this is not only about the pure evaluation of data. Meaningful HR reports guarantee a sustainable comparability of results, establish the necessary personnel management context and are prepared in a clear and comprehensible manner.
What must be taken into account when creating HR reports?
Ensuring a high quality data stock
HR reports can only be as good as the data on which they are based. Therefore, the timeliness, completeness and accuracy of HR-relevant information is a key success factor for HR reporting. In addition, the HR organization should be sensitized to data maintenance and the corresponding requirements in order to ensure high data quality in the long term.
Selection and measurement of relevant key figures
Countless key figures exist for the HR area. The choice has to be made individually for each company. The following questions should be considered:
- Which indicators are informative for the organization?
- Which indicators can be used to enable the HR department to participate more strongly in the success of the company?
The selection of indicators can change over different measurement periods, as experience is gathered over time and in some cases it is only the measurements themselves that make it clear which indicators should be used.
What opportunities arise from comprehensive HR reporting?
The greatest potential of HR Reporting is not only to record key figures, but to observe their development over a longer period of time. HR reports enable the HR organization to measure trends against defined goals and thus to recognize changes at an early stage. For example, positive developments can be identified. At the same time, however, there is also the opportunity to identify problem areas such as conspicuous sickness rates and fluctuation rates in good time and to derive targeted measures to counteract them.
HR reports are therefore an important instrument for HR controlling and provide HR decision-makers with the necessary basis for forward-looking personnel planning that can contribute to the success of the company.
4C consulting approach: How we support you!
For a fast provision of an integrated HR reporting we have developed an efficient three-step process model from data export via the data model to reporting. The basis for this are our ready to use HR reports in Power BI or Tableau.
- Data export from source systems: Together with you, we define the requirements for your HR reporting based on questions that are to be answered by the reporting. In addition, a joint HR data export from your existing source systems is carried out in Excel. The data is clustered in HR master data, wage/salary data and capacity data.
- Data analysis/model: We analyse the data exports in terms of data quality and completeness and quickly and easily set up the technical infrastructure in Power BI or Tableau. After uploading the data, we adapt the data model based on the defined requirements.
- Reporting blueprints: The third step is the joint adaptation of the 4C HR reporting templates and key figures, e.g. for personnel costs and capacities, vacation and resource planning, employee structure as well as compensation and short-time work. This Quick Setup also includes the qualification of your employees.
Your advantages at a glance:
- Interactive visualizations based on Microsoft Power BI or tableau bring your HR data to life
- Valuable insights from your data within minutes through intuitive reports
- Get answers to about 90 percent of all HR-relevant questions
- Rapid provision on the basis of 4C ready to use HR reports within approx. 2 weeks
- No software implementation or complex conception for HR reporting necessary
Our 4C HR Reporting Blueprints help you quickly and intuitively answer 90 percent of your HR-relevant questions within minutes. We connect to your various HR data sources and bring your data to life with visualizations. Explore the full potential of your HR data and make informed decisions quickly and intelligently with the help of our field-proven HR Reporting Templates in Microsoft Power BI or Tableau.
