A powerful HR reporting tool to drive your business

Use data to make the recruitment and employee evaluation processes more efficient. Analyze KPIs to pinpoint which qualities and skills best predict success in a role. This allows you to focus your recruitment efforts on candidates who not only meet the job requirements but also show promise for future growth and contribution.

HR analytics offers a clearer, more objective way to assess current employees, helping to identify areas where training is needed, plan for future leadership roles, and develop talent internally. By leveraging data, you can align talent management strategies with your overall business objectives, leading to improved productivity and competitiveness.

Uncover what drives motivation at work. By analyzing employee feedback, attendance, and performance data, you can identify trends and areas for improvement. This insight allows for personalized engagement strategies, ensuring initiatives are targeted and effective.

For example, if data shows a dip in engagement linked to lack of training, you can introduce targeted development programs. Additionally, you can recognize high performers, enabling tailored rewards and recognition programs.

This data-driven approach ensures that efforts to improve engagement are based on real employee experiences and needs, leading to a more satisfied and motivated workforce.

HR reporting plays a crucial role in achieving accurate budgeting. It provides detailed insights into workforce costs, including salaries, benefits, and training expenses. By analyzing this data, companies can forecast future HR expenditures more accurately, helping to allocate resources wisely.

For instance, if HR reports show an upcoming need for increased training investments or additional hires, budgets can be adjusted accordingly. This level of precision prevents overspending and ensures that financial resources are directed where they’re needed most. In essence, HR reporting enables organizations to plan their financial strategies with confidence, ensuring that the HR budget aligns with business goals and workforce needs.

This highly effective management tool provides the HR function with relevant indicators about HR performance:

Risk indicators: work accident rate, severity of accident, etc.
Mobility indicators: entry rate, exit rate, replacement rate, turnover.
Integration indicators: departure, extension of internship.
Social indicators: type of contract, rate of permanent and fixed-term contracts within the company.
Demographic indicators: average age, age pyramid, seniority.
Compensation indicators: payroll, overtime, median salary.

With such a wide range of indicators, the reporting tools guide the human resources manager in his or her decisions and enable a real optimization of the workforce management.