Understanding data produced by the entire organization – SIRH, training, social data, CRM – is a milestone, or decisive step for all Human Resource decision makers. Nowadays, companies’ digital transformation compels managers to ask themselves the right questions about data they have at their disposal; it has them thinking about how they want to use them? How to set up an effective and efficient HR dashboard? What are the objectives of their HR management ?
The main purpose of this article is to enable the understanding of the new concerns of HRDs. We aim at helping you build your HR dashboard, that will help you become agile leaders of change in the Company or Enterprise.
DEFINING A HR DASHBOARD
Let’s start with a simple definition. If we believe the sub-definition of the word “table“, it is a “set of indicators […] allowing a company to verify the adequate functioning of the various services and to control them.”
Thus, we realize that a dedicated HR dashboard is nothing more than a tool for managing the activity, monitoring and evaluating teams.
THE DASHBOARD: A STEERING TOOL!
The stakes around the HR dashboard
This piloting tool is not fixed in time. It needs to and has to be easily changed, depending on the context of your business or enterprise. Thus, for it to be more agile and sharp, you need to be able to aggregate new HR tracking indicators. To do that, you need to communicate on your social reports, reorganize your HR dashboards in real time and identify new levers of performance. These actions should allow you and help you gain efficiency in your decision-making and communication.
As a result, businesses need to learn how to better collect and analyze their data.
Why? To meet new business challenges, business transformation, and new organizational and budgetary constraints.
HR Indicators, what are we talking about?
First thing first, let’s go back to what a good indicator is. From then, we will go into the details of HR indicators we can take into account for the strategic and operational management of human resources.
Generally called KPI (for Key Performance Indicator) in marketing, it allows to pilot and measure previously defined or established data. This data may, for example, be monthly updated values to be compared to a goal pursued and defined by your company.
HOW TO COMMUNICATE WITH YOUR HR DASHBOARD?
Digital HR reporting
More than 50% of a company’s operational costs are dedicated to employees. This is why the Human Resources department has every interest in equipping itself with high-performance HR dashboards. Thus, these HR reporting tools will allow the department to follow or pursue its entire daily activity as accurately as possible.
Automating data management and focusing on analysis and decision making is no longer a dream, it’s a reality. And if this is not the case in your company, it must become one! When you are a Director or a Human Resources Manager, your job is not to spend your time on Excel file management (and you know what we think about building Excel reporting…)
Your goal or purpose is to analyze and understand what works and what does not in your Company.
Why is your turnover increasing? Why does absenteeism increase in one department? How are your teams progressing? These are the kinds of questions you need to ask yourself when building your HR dashboard.
Your reporting is a communication tool
“A picture is worth a thousand words”. Confucius had no computer when he said that sentence. And yet, it is still more meaningful today than ever. Data visualization allows you to communicate clear and simple messages to your interlocutors.
When submitting your monthly HR reporting, you must keep in mind that your interlocutors are not familiar with the data presented. Indeed, they only have a few minutes to understand the subject.
Data visualization, a key to the success of your presentations
Data visualization makes it possible to transform complex data and information into interactive visualization that is easy to understand. There is no room for subjective interpretation of the data.
Let’s take this example. We want to know the number of employees per region in France and identify evolution trends over the last 3 years. Is it possible for you to quickly identify trends in this chart? Are you able to easily explain it to your audience?
**number of employees
If we transcribe this information on a map by playing on a color chart, the information is much easier to understand and analyze!
WHAT ARE THE HR INDICATORS TO BE PRIVILEGED?
The recruitment process starts when a job offer is placed on the employment market. It ends when a candidate is recruited to meet the company’s needs. During this period, certain actions can be taken to extract analysis and optimize the HR process in the long run.
Indeed, indicators and KPIs are no longer exclusive marketing. They must be used by other departments of your company and especially for Human Resources. That is why we have decided to present you 5 examples of HR dashboard used by our clients.
Example 1: HR Dashboard for Workforce Management
This first dashboard for workforce management helps you know the evolution and distribution of your workforce, in order to detect trends and therefore predict your recruitment needs. It is a very good way to anticipate actions and expenses related to the recruitment of your teams.
Example 2 : HR dashboard for tracking absenteeism
Absenteeism is a problem for the company. Building a dashboard for the tracking down of absenteeism is essential to evaluate its rate and understand the reasons. A clear dashboard will allow you to quickly extrapolateand be able to compare this rate with the sector or other departments of the company.
Example 3: HR Dashboard on Payroll and Payroll Management
Each company must be able to control its salary policy through an effective scoreboard on remuneration management. The impact of compensation is generally not without consequences on the performance within the Company, and it is also an asset in HR management digitalization; defining the eligible populations, consolidating remuneration proposals, etc.
Example 4: HR Recruitment Dashboard
Finally, recruitment is an integral part of a company’s life. An HR reporting tool for recruitment will allow you to facilitate certain stages of your recruitment. A good example is this; the delay of the recruitment process. First of all, to change things and put in place an effective action plan, you have to be able to identify the stages that take much time!
The time between publishing your offer and integrating a new employee should allow you to understand the time required to recruit and the latency moments that can be improved to boost your efficiency.
Example 5: HR Dashboard on Skills and Talent Management
Finally, skills management is a transversal HR tool for identifying skills, assessing internal needs, informing employees of their changes or defining new methods of evaluation. Your time must be spent analyzing, understanding and communicating on your talents. The reprocessing and filing of your data must be simplified and automated.
DASHBOARD HR: WHAT TO KEEP OR RETAIN?
The HRD profession is constantly evolving and changing and new tools are now available. These HR reporting tools help you day-to-day in the HR management of your business. To meet the needs of speed, performance, and efficiency within the company, the best tool is your HR dashboard!
Indeed, they allow you to centralize your business indicators which are essential to the management of your human resources. But their action is not only limited to that. They also facilitate the understanding of your data, in order to make them accessible to as many people as possible. With these tools and data visualization, you are able to value your indicators, to come out with the best decisions!
Want to find out more? Discover Nexity’s experience. They chose Toucan Toco to answer their HR problematics.
Baptiste Jourdan, co-founder in charge of development at Toucan Toco, data visualization solution.
ABOUT TOUCAN TOCO
Our Mission: To act as a pedagogy, in order to transform raw and complex data into Dataviz and Interactive Stories. We create a software category: Data Storytelling.
Our Users: Marketing, Production, Financial, Human Resources or Commercial departments of large institutions.
From 4 partners to 50 employees in 3 years, we have succeeded in building a solid reputation and are self-financed, thanks to the trust of more than 90 big customers, including Renault, Total, AXA, BPCE, EDF, JCDecaux, Téréos, Psa, Marques Avenue, lvmh, Euler Hermes, Vinci, DCNS? BIC, sncf, seb, Moet Hennessy, La Banque Postale…
Our Small Apps are mobile, easy to use, easy to implement, integrated into existing IT systems and serve the operational excellence of HR, Marketing, Financial, Commercial and General Management businesses.