In this webinar, we ran through the most important HR Reports for the end of this year. Reviewing your HR data will provide you with deeper insights into your organisation and help you prepare for the year to come.
We will cover the following topics:
Headcount reports can help you identify who is a part of the staff at any given time and how long they have been with the organisation. This data allows you to compare current staffing levels to what was expected, as well as track overall progress over time. You can also use headcount reports to better understand employee movement within or away from your organisation, allowing you to anticipate future hiring needs and plan accordingly.
A Recruiting Report can help you to get a better understanding of the talent pool in your industry. By looking at the educational background, experiences, and skillsets of potential hires, you can make an informed decision about whether or not they are suited for your organisation’s needs. Reports provide data-driven insights that can help shape hiring decisions in a way that is both efficient and cost-effective.
Employee cost reports are essential tools for any organisation looking to understand, monitor and manage its labour costs. These reports provide organisations with insights into the costs associated with hiring, managing and retaining employees and can help them determine where they need to cut back or invest in order to maximise their return on labour investments.
Right to Work laws ensures that individuals may decide whether or not they want to join a union in their place of work. These laws prohibit employers from requiring employees to join a specific union as part of their employment, and ensure that all workers – regardless of union status – are treated fairly and in accordance with the law.
NPS Summary (or “Net Promoter Score”) is a tool for measuring customer satisfaction. It helps businesses gain valuable insight into customer preferences and can be used to track the progress of their products and services. The score is calculated from surveys sent to customers, asking them how likely they are to recommend the product or service to a friend. Businesses can assess their overall customer satisfaction and make necessary improvements to increase customer loyalty.
Attendance reporting is the process of tracking and recording employee absences and tardiness. It is critical to helping organisations maintain an accurate record of attendance, evaluate trends in absenteeism, and build productive workforce cultures.
The Bradford Factor is a system that utilises an equation to measure and quantify the amount of employee absence in the workplace. The equation takes into account the number of times an employee has been absent, as well as the length of each absence. By assigning a score to each absence, employers can track patterns of absenteeism more easily and effectively manage employees’ performance.
An annual leave report is a document which details the total number of days taken off by employees over the course of one year. It contains information such as how many days each employee has taken off, and how many holidays they have requested and been granted. The annual leave report also helps to identify any potential problems with staff attendance or performance, allowing employers to make necessary adjustments if needed.
Performance management reporting is a method of collecting and analysing data to assess the performance of an organisation as a whole. It involves setting performance metrics, measuring results, and determining which processes and practices are driving the best organisational outcomes. This data can then be used to create reports that inform decision-making at all levels of the organisation – from department heads to senior executives.
Training Needs Analysis (TNA) is an important part of a business or organisation’s development strategy. It’s a process used to identify and assess the gap between current and desired employee capabilities, helping to ensure appropriate training is provided by evaluating the abilities, knowledge and skills of individual team members.
Gender Pay Gap Reporting is the process of measuring and reporting differences in average hourly wages earned by men and women. The pay gap is typically expressed as a percentage difference between the average hourly wages earned by men and women. By collecting this data, organisations can assess their progress in ensuring gender equality in pay.