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How to Make the Most of HR Reporting and Analytics

When it comes to HR, data is everything. The right data can help you make informed decisions about everything from hiring to retention to employee development. But collecting and analyzing data is only half the battle—you also need to know how to use that data effectively. That's where HR reporting and analytics come in.

HR reporting and analytics allow you to take the data you've collected and turn it into actionable insights. By understanding best practices for HR reporting and analytics, you can ensure that your HR data is working for you—and not against you. Let’s discuss 6 steps to help you get the most out of HR reporting and analytics.

Best Practices for HR Reporting and Analytics

1. Know Your Goals

Before you even start collecting data, you need to know what you want to use it for. What sort of decisions do you need data to inform? Once you have a clear understanding of your goals, you can start collecting the right data—and using it effectively.

2. Collect Data from Multiple Sources

Don't rely on just one source of data—collect information from as many sources as possible. This will help you get a more well-rounded view of what's going on with your employees. Employee surveys, performance reviews, exit interviews, and demographic data are all important pieces of the puzzle.

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3. Use Advanced Analytics Techniques

Once you've collected all your data, it's time to start analyzing it. Look for trends and patterns in the data so that you can identify areas of opportunity or concern. Try using advanced analytics techniques such as predictive modeling or machine learning to take your analysis to the next level.

4. Use Qualitative and Quantitative Data

When analyzing your data, it's important to use both qualitative and quantitative methods. Qualitative data can provide insights into why employees are leaving or what they're dissatisfied with, while quantitative data (such as performance metrics) can help you identify patterns and trends. By using both types of data, you'll get a well-rounded view of your workforce.

5. Create actionable reports.

The whole point of HR reporting is to provide insights that can be used to improve the workplace. So when creating your reports, be sure to include recommendations for actionable steps that can be taken based on the findings. If your report doesn't include any recommendations, it's unlikely that anything will change as a result of it.

6. Communicate Your Findings

After you've analyzed your data, it's important to communicate your findings—otherwise, what's the point? Present your findings in a way that is clear and easy to understand, whether that means creating a report, giving a presentation, or writing an article like this one.

7. Take Action

The final step is perhaps the most important: taking action based on your findings. Whether that means changing your recruiting strategy or implementing a new employee development program, make sure that your data is actually driving change in your organization. If it's not, then something needs to change—either the way you're collecting data or the way you're using it.

Done correctly, HR reporting and analytics can be a powerful tool for making informed decisions about every aspect of your business—from hiring to retention to employee development. By following these best practices, you can ensure that your HR data is working for you—and not against you. So what are you waiting for? Start collecting and analyzing today!


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