Starters Guide to HR Dashboards

HR Dashboards
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Knowledge is power, but collecting data frantically in every corner of your company isn’t enough to really know what’s happening inside of it. Data is worthless unless you know how to get something out of it.

If your company is just starting to integrate technology into its processes, it might be a little overwhelming. But don’t worry, this simple guide will walk you through the basic concepts you need to know when creating your own HR dashboard.

Start simple

In order to successfully create an HR Dashboard you have to understand what it actually is. Let’s just say HR Dashboards are your company’s X-rays, allowing you to measure company performance and look deep into how it’s being managed.

You may be under the impression that the more data you have, the more accurate your analysis will be, but sometimes less is more. Keep it simple, a clean chart will go a long way when it comes to illustrating your Key Performance Indicators (KPIs).

Predict the future

Algorithms found in dashboards will help you predict future events: Is an employee about to quit? Is absenteeism a problem you should take immediate care of?

As you know, algorithms get “smarter” when you keep the source of information updated, so HR Dashboards can help you get the bigger picture regarding the most important matters of your company, such as income, employees’ behavior etc.

Practice makes perfect

When you start building an HR dashboard, it’s important not to rush into adding too many metrics right away. You should rather start small and keep it between 5-10 KPIs to begin with.

As times goes by, expand and customize it according to your needs by adding more criteria. Here are our top recommendations to get started:

• Absenteeism: Keep track of how often people miss work. It’s normal to get sick occasionally but if your employees are calling in sick too often or if they take too many “personal days” it’s time to ring the alarm.

• Turnover: Replacing an employee represents a big investment of time and money. So, if you can spot the reason for turnover, you may be able to prevent employees from leaving you.
But f someone unexpectedly quits, the information you collected will be of great help to find a suitable replacement for the position.

• Diversity: Having people from different professional and cultural backgrounds can be beneficial to the company. Bringing to the table a variety of opinions and perspectives will allow you to leverage from collective intelligence and make the best out of it..• People analytics: You only want the best talent working for your company, but finding it can be time-consuming. HR Dashboards are fantastic tools to identify what part of your recruitment process takes more timeso you can improve and automatize it if possible.

• Career development: Keep track of who your best “players” are. You may have great leaders among your team. Remember that investing in your employees to make them comfortable and happy, is money well spent.

• Finances: Of course, money is key. Knowing how much you’re spending and making will let you know how well you are investing your capital.

Wrap-up

HR Dashboards can be as complex or simple as you want them to be. From salary to mood changes of employees , technology is getting better at reading different patterns of behavior inside a company. As tempting as it may be to throw dozens of KPIs into the mix from the beginning, try to stick to the basics; every organization has different needs, so narrow down your top concerns and focus on them. This will add tremendous value to your company and will help you make the best decisions to have a successful business.

Juliana Posada
Online Content Creator