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
Advanced HR Reporting
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:
We support you in developing a suitable, individual HR data strategy for your company. Such a strategy is particularly important when information and knowledge is to be generated from different data sources. When developing an HR data strategy, the concrete roadmap for the profitable use of personnel-relevant data for advanced reporting from internal and, if necessary, external sources is defined. For this purpose, goals, challenges and necessary framework conditions are worked out in the form of a structured plan for the strategy development of your company.
We work with you to obtain and process the relevant data that is required for professional HR reporting or for further analysis. In doing so, we follow the “Collect & Clean” principle in order to be able to identify and correct corrupted or inaccurate data records. Clean and valid data form the basis for further processing, a more in-depth analysis and are the key attributes for the meaningfulness of the results. When working with employee data, special care must also be taken with regard to data protection guidelines and the future legal basis (e.g. DSGVO). This requires close coordination with data protection officers and company committees, which we are happy to support if necessary.
Based on previous data preparation, data can be presented visually. We support and advise you on the use of a suitable visualization tool (we mainly work with Tableau, MS Power BI and Excel). There, the interesting HR data, relationships, operational and strategic key figures (KPIs) can be displayed in a visually comprehensible and interactive form, as a report, dashboard or via app. Data visualization helps to organize the information and improve understanding, interpretation and attention. Depending on the data source and update cycle of the respective data, such reports and dashboards can be updated automatically by establishing a connection between the data source and the visualization tool.
Depending on the metric, context and desire, a visual representation can take place, for example, as a scatter chart, bar chart, line chart, tree map, Watterfall chart or histogram.
To develop data skills and a data culture in your company, we offer you a mix of consulting, coaching and online training. We call our offer in this regard “Blended Journey Consulting”. This enables the employees in your HR department to carry out and expand HR data projects independently. The aim is not to turn HR employees into data scientists, but to develop basic skills that help to develop safe handling of data (data literacy). This also supports the establishment of a data culture (Data Driven Thinking).
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