3 techniques Keystream Analytics uses for HR Dashboards
1. By starting small with a broad focus and working inward to draw insights, helps to dive deeper into more specifics dimensions the employee is looking for. For example: an employee is interested in learning about gender equality at their organisation. In that case, they could start by looking at the overall breakdown of employees’ preferred pronouns and then seniority, tenure, and promotions, etc.
2. Irrelevant data causes to have an overloaded dashboard. Therefore, instead of cluttering the dashboard with excess information, create multiple tabs for different topics. Not only will this minimise time spent sorting through data, it will also allow to get more granular with specific focus areas.
3. Time is of the essence when it comes to using HR dashboards for strategic decision-making. If engagement levels are showing a slight decline, it’s important to acknowledge it and take corrective actions within an appropriate time frame. Eventually, by reviewing dashboards on a frequent and regular basis, HR teams can observe how metrics behave over time and make predictions on future trends.