HR Dashboards using Data Analytics

HR Dashboards data analytics

Data sits at the heart of businesses and every department needs to make data-backed decisions instead of listening to age-old gut feelings. This includes the Human Resource Department which is also called the People’s Office in this new age. 

There are multiple ways in which data can be formatted and presented depending on the end consumer. When it comes to non-technical teams, one of the best ways is to create dashboards. Dashboards that update themselves using real-time data enable different business units to take actions based on the latest figures and make changes quickly to the game plan whenever required.

Why does the People’s Office require Data?

The People’s Office requires data just as much as any other department. In fact, in many ways, its data requirement is one of the highest priorities since it needs to–

  1. Maintain business continuity in case of rare scenarios.
  2. Replace resources in important roles in case of attrition.
  3. Keep track of current hiring goals along with those for the next few quarters.
  4. Bring changes in company practices to retain more employees.
  5. Keep track of job applicants who might be stuck in different stages of the hiring process.
  6. Maintain lists of applicants for different roles which may not have immediate requirements but may see positions opening up soon.

If the People’s Office fails to perform its duties, the results can be devastating–

  1. Companies can be left with less personnel than what is required for conducting daily activities. 
  2. Teams may not be able to ramp up quickly and take on new features or products. 
  3. Key roles remaining empty for long may create irreparable damage and may drag down the entire workflow. 
  4. Existing employees may feel disgruntled and the company can get hit by a sudden rise in attrition rates.

Real-time data can help the HR team in having the numbers in focus and work towards meeting their goals. It is also easier to track progress and check for any points where they can be lagging when you have the updated data in hand at all times.

Types of dashboards

There can be multiple types of HR Dashboards that may come in handy. Each of them has a different focus and use case and not all might be tracked by the same person. For example, someone might be looking at employee performance and engagements whereas another person may be tracking the headcount fluctuation and hiring goals.

  • KPI Dashboard

This would be a master dashboard that can give a bird’s eye view of the most important data points in one shot. This may be used by the business team to keep a check on the progress of the HR department or may also be used internally to figure out the overall progress.

  • Headcount Fluctuation and Attrition Dashboard

In most cases, sudden headcount fluctuations may give rise to problems in the long run. This can involve both an increase or decrease in headcount. For example, suppose the sales team hires a lot of individuals to meet a higher sales target during the peak season at a company, but due to the higher fixed costs associated, most of the new joiners may get laid off later.

This may lead to litigation and earn the company a bad name. On the other side, suppose a company underpays its employees. When the job market is booming, there’s a high chance that attrition rates will be a lot more than usual at that company. This was seen when COVID hit and the demand for software developers shot up. 

Hence the HR team needs to keep track of sudden spikes as well as falls in the overall company headcount as well as department-wise metrics. Attrition rates specific to certain departments may be a cause for worry and may require solutions involving changing work policies to have more people stay back. This would be on top of hiring new candidates to fill up empty positions.

  • Employee Feedback Dashboard

Employee Feedback is just as important as Employee Performance. This can help the HR team in understanding issues that employees may be facing on a day-to-day basis. These may be related to managers, policies, work culture and more.

For example, once COVID subsided, few companies asked their employees to immediately join offices resulting in mass resignations. Had the HR team taken a survey to find the pulse of the employees and gathered whether the performance during WFH was at par or better than when they worked from the office, this wouldn’t have happened.

  • Diversity Dashboard

Different minority groups have suffered due to ingrained biases in interviewing and hiring procedures for a long time. This is why companies have set up diversity targets. These can be related to hiring women, LGBTQ individuals, differently-abled people, and more. Having a dashboard that shows you the percentage of such hires vs the targets that were set can help in making hiring decisions for the next role.

  • Employee Skill Development Dashboard

Upskilling current employees and training new ones is highly essential for all new age companies. You might have the fear that employees may upskill themselves and then leave…but what if they stayed on without upskilling? Tracking the metrics for individuals across departments taking on different courses can be a nightmare unless you have a dashboard that gives you a clear picture from the top and also lets you magnify to look at department-specific or skillset-specific data.

  • Employee Performance Dashboard

The most important dashboard of all, the employee performance dashboard needs to be updated in real-time based on feedback from managers, OKRs achieved by individuals, and their contribution to team building.

Creating dashboards is not the difficult part. Multiple free-to-use tools like Microsoft Power BI, Tableau Public, GoodData and DataBox are present that help you in creating data visualization for different business teams. You can also create the visualizations using languages like Javascript if you want a more DIY solution. However, the challenge lies in capturing the data from different business workflows and streaming it to one single point where it can then be manipulated and converted to graphs and other visual items.

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