HR Reporting

Classic HR reporting deals with the regular determination of figures on the situation and development of the workforce (e.g. number of employees, personnel costs). Interdependencies, risk avoidance and the derivation of strategies and forecasts are usually a subordinate goal. The aim is to achieve an optimal relationship between personnel costs and the number of employees in the context of the company's economic development. Good classic reporting is the prerequisite for advanced reporting, and this in turn is the prerequisite for people analytics, i.e. for the analysis, evaluation and prediction of company developments based on combined personnel data.

Classic HR Reporting

(Step 1)

Advanced HR Reporting

(Step 2)

People Analytics

(Step 3)

Advanced HR reporting provides your company with important insights into the process, key figure and data world of your organization by linking the different data sources. It does not have to be that the collection of relevant data and the compilation in reports, dashboards and decision templates requires endless amounts of time and manual processing. The establishment of digital data collection, standardization and automation of reports and management dashboards as well as easy accessibility and interactive usability of the data are already possible today. Through the sustained observation of the development of company-relevant, targeted HR key figures, plan-actual comparisons can be carried out very quickly and deviations from goals and risks can be identified at an early stage and prompt optimization measures can be derived.

Our HR reporting offer is aimed at all companies that want to make their HR reporting leaner, simpler, more interactive, more automated and more digital. Regardless of which of the three levels (classic/advanced/analytics) you are at today, we offer you support to achieve your HR reporting target image.

Our offer focuses on the following areas:

HR Reporting_Support from HR Tech Consulting

Today too much capacity is still used for manual data collection and reporting processes. This can be done better. We recommend that companies - regardless of whether they are large, medium-sized or small companies - start optimizing their HR reporting immediately or continue on this journey!

We are happy to support you – contact us..

Some examples of HR data in your company:

  • HRIS data (HR information system)
  • Headcount and planning data (workforce data)
  • Personnel costs
  • Skill data (profiles and competencies available in the company)
  • Personnel development data (e.g. further training courses attended, certificates obtained)
  • Employee Satisfaction Data
  • Fluctuation data (e.g. length of service, number, reasons for change)
  • Performance data (e.g. performance, mobility)
  • Workplace data (e.g. mobile working, home office)
  • time management data
  • Health data (e.g. health rate, sick days)
  • Productivity data (e.g. utilization)
  • External sources