What is one thing that should be on a HR dashboard?

Question

From "The true cost of your companies talent acquisition" to "Female to male ratio", here are the 8 answers to the question, "What is one thing that should be on a HR dashboard?"

michael Fischer · Answer

One often overlooked but incredibly important metric to track on an HR dashboard is the true cost of your company's talent acquisition. This includes the cost of recruiting, hiring, onboarding, and training an employee. By tracking this metric over time, you can get a better understanding of where your company is spending money and make decisions to improve your recruitment processes. Additionally, it will help you understand how much value each new hire brings to your company and if the cost is justified long term.

Matthew Ramirez · Answer

It's crucial that a HR dashboard displays the performance of employees. This data helps HR managers and leaders make decisions about pay increases and promotions. Without these metrics, HR departments would be flying blind. Without them, they wouldn't know if they were doing a good job or not. To make these measures easier to access, it's a good idea to keep it separate from the other dashboards and make it easy to find. Keeping it separate also helps to keep the information confidential.

Aviad Faruz · Answer

One thing that should be on an HR dashboard is the number of employees in the company. This will help HR managers track how the company is growing and how they need to adjust their staffing levels. Another thing that should be on an HR dashboard is employee satisfaction ratings. This will help managers see if there are any areas where they need to make changes to improve employee satisfaction.

Nicole Ostrowska · Answer

One of the things you should definitely keep in mind, especially now with the labor shortage and quiet quitting, is turnover data. To create this perspective in your dashboard, ask yourself who is leaving? Why are they leaving? What is being done to impact this? You want to include year-over-year turnover data and sort it by many categories, e.g., employee tenure, performance, department, manager/senior leader, location and region, and reason for leaving. These elements are key to having a good turnover analysis for your HR dashboard.

Michael Burghoffer · Answer

A comprehensive overview of the employee onboarding process. This helps track progress and ensures that all new hires are getting up to speed as quickly as possible. We also use it to document any changes in policy or procedure so everyone is always on the same page with regard to the onboarding process. In addition, our HR dashboard includes analytics on employee satisfaction and engagement levels so that we can track how our team is feeling about their work. This helps us make informed decisions on how to best support our employees and create a positive working environment. With all this data combined, it creates an essential tool for any HR professional.

Sheila Callaham · Answer

To measure workplace health and wellness, ask employees if they feel like they belong. According to Harvard Business Review, employees who feel a strong sense of belonging experience a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in sick days.Belonging also makes an excellent recruiter. Employees who feel they belong are 167% more likely to recommend their company as a great place to work. That number is essential to any company’s internal and external reputation.This is why belonging should be on every HR dashboard. So why isn’t it? Unlike quantifiable goals, employee belonging is a feeling, not an output. And, no matter how much a company puts into diversity and inclusion, those efforts only set the stage. In the end, only the employee determines whether they feel they belong.Measuring belonging is accomplished through employee surveys, which are an excellent way to measure what’s working well and flag areas that need HR's attention.

Ryan Delk · Answer

It's always important to have a solid overview of employee engagement and satisfaction. This information is essential in tracking how engaged our employees are in their work and ensuring they feel supported by management. It also helps us identify any areas that may need improvement or additional resources. The most consistent method in assessing this is to have employees fill out an engagement survey on a regular basis to provide insight into job satisfaction and morale. With this feedback, one can take steps to improve workplace culture and ensure employees are getting the best out of their experience.

Agata Szczepanek · Answer

Female to male ratio. Including such a non-obvious KPI in the HR dashboard can help to understand how fair the given workplace is. Some industries are still very gender-biased, while diversity and inclusion should always be a priority for businesses. Measuring the ratio of female to male workers, especially in top-management positions, is very important. It can tell a lot about a company. Knowing how many female and male employees there are in your company gives you a starting point for detecting where diversity and inclusion initiatives fall short and what should be prioritized. The best way to improve the situation is by using the data. Once you understand the numbers, you can dig deeper and act more accurately. What's noteworthy, in HR dashboard, there could be more similar KPIs – used not only in the case of gender but also for age, race, neurodiversity, and more.

What should be on a HR dashboard?

What Should Be on an HR Dashboard?

The True Cost of Your Companies Talent Acquisition

Employee Performance Metrics

Number of Employees in the Company

Turnover Data

An Overview of the Employee Onboarding Process

Measurements for a Sense of Belonging

Employee Engagement and Satisfaction Metrics

Female to Male Ratio

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