Data can act as a ‘smoke signal’ to show you where the fire is in your organisation.

– Jack Altman, People Strategy: How to Invest in People and Make Culture Your Competitive Advantage.

Why is a Human Resources (HR) Dashboard important?

Human Resources, like most jobs, is becoming increasingly data-driven. HR teams can monitor, manage, and evaluate employee data to make better-informed decisions around their People strategy, but utilising an entire workforce’s worth of data can be overwhelming if you don’t have the right tools to analyse and examine it.

That’s where HR dashboards come in. They help the HR department become more agile, proactive and make data-driven decisions.

Dashboard’s Benefits for HR Teams

Trend Analysis

The HR team can keep an eye on any specific trend, related to the organisation or an employee. If there is an alarming situation, the HR team can notify the concerned team or manager in advance to prevent hampering organisation’s growth.

Comprehensive View

With the help of HR Dashboards, one can combine and view all data from absences, performance, appraisals and training all in one place. A user can, view complete data of a particular employee with a single click.

Data Delivery

Automated dashboards allow HR to gather any relevant information about the employee. They can then structure it and deliver it to the concerned teams in the organisation. This reduces the possibility of any mistake which is too common in manual data gathering and presentation.

Enhanced Communication

Improvement of communication within the organisation where HR team/managers may wish their employees on special occasions. It can be also used to motivate or congratulate employees for their good work. Great way to show the workforce they are important to the business.

Employee Retention

With the metrics and reports, the user can track key problems in an effective and transparent way. HR and managers can concentrate on driving improvements without losing any star employee of the organisation.

Increased Transparency

The available metrics and data will present a clear picture of the current scenario to HR managers and those responsible for driving business growth. Hence, there will be no miscommunication and increased transparency within the internal teams.

Keystream Analytics’ Approach

Keystream Analytics conducted meetings with key personnel, decision makers and stakeholders from their respective clients, CDS and DBTH, to understand their key business goals and objectives.

It allowed KA to:

  • Identify HR KPIs and metrics used to measure performance against goals
  • Design the star schema and bus matrix, the foundation of analytics
  • Develop the HR cube
  • Design dashboards using Microsoft Power BI
  • Introduce best practice

CDS is powered by IRIS Cascade system

DBTH is powered by Electronic Staff Record (ESR) system

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.

Mock-up HR Dashboard by Keystream Analytics

3 Key functions of HR reporting

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