Dashboard HR: objectives, implementation, examples

Are you trying to optimize the management of your human resources? THE Dashboard HR It is the essential tool to effectively manage your department.

By centralizing the key data and offering visibility on performance, it becomes the true co -pilot of the human resources strategy.

But what exactly is a dashboard for human resources? How to put it right? Which indicators to follow? Discover all the keys in this article to master this strategic tool.

What is a dashboard for human resources?

AND Dashboard HR is a strategic management tool that allows Measures the performance of human resources within a company. It is based on a comparison between the results obtained and the objectives set, using the specific key performance indicators (KPI) for HR domain.

These human resources indicators can concern various aspects such as taking, training, absenteeism, satisfaction of employees or even turnover, for a specific period (monthly, quarterly, annual).

Thanks to this tool, also known as Social dashboardHuman resources officials have a clear and synthetic vision of the situation of their teams. This facilitates the decision -making process, identification of the improvement axes and monitoring the achievement of the objectives set, using the Okr method, for example.

Why use a human resources dashboard?

A well -designed HR Dashboard HR offers many advantages to your business:

• Improvement of the decision -Pire: By offering a global vision of human resources performance, it facilitates the identification of strong and weak points.
• Optimization of human resources: It allows you to identify the needs of skills, plan hires and effectively manage the workforce.
• Monitoring of human resources objectives: Facilitates monitoring strategic objectives in terms of human resources.
• Improvement of the social climate: By measuring the satisfaction of employees, identifies the motivation and well -being factors.
• Save time: Automation of calculations and presentation of data.

It also serves as a support to create other documents on human resources such as relationships on human resources, social evaluation or BDDEE (economic, social and environmental database).

What are the key indicators of a dashboard of human resources?

The choice of indicators is crucial for the success of the dashboard. Here are some examples ofKey indicators To take into account:

• Recruitment indicators: Recuiting cost, recruitment period.
• Training indicators: Training rate, cost of training by employees, return to investments in training.
• Performance indicators: Productivity, personnel rotation rate, absenteeism.
• Employees’ satisfaction indicators: ENPS, satisfaction rate, employee involvement.
• Human resources costs: Landscape, labor costs per employee, cost of the benefits.

Are generally collected in 4 categories:

• Social climate: ENPS, workforce monitoring, turnover rate, average seniority, man/woman relationship, absenteeism, disabled workers …
• Finance of human resources: medium and median salary by age and sex, extraordinary, cost of social expenses, benefits …
• HEALTH AND SAFETY AT WORK: rate of job accidents, absenteeism rate, professional disease rate, number of prevention meetings …
• Pranazioni HR: Pyramid Age, Company training, annual and professional interviews numbers, recruitment number, analysis of internal mobility, etc.

Depending on the indicators that interest you, it is possible to create different dashboard of human resources that summarize the key data to facilitate the strategic decision. Here are examples:

• • Objective: Evaluate the effectiveness of the recruitment processes and identifies the improvement levers.
  • Key indicators: Post filling rate, average recruitment time, hiring cost, origin of applications (social networks, working board), satisfaction of new hires.
  • View: Graphics in the bars to compare the recruitment deadlines in different positions, a circular diagram for the distribution of sources of candidates, cloud of words for the skills sought.

• Dashboard to follow absenteeism
  • Objective: Identify the trends of absenteeism, analyze the causes and set corrective actions to reduce the costs relating to absences and improve productivity.
  • Key indicators: Overall rate of absenteeism, absenteeism rate for service, average duration of an absence, main reasons for absence, cost of absenteeism.
  • View: An online graph that shows the evolution of the absenteeism rate for a certain period (monthly, quarterly, annual), a circular diagram that represents the distribution of absences for reason (disease, work accident, holidays, others).

• HR dashboard focused on talent management
  • Objective: Identify the talents within the company and promote their development.
  • Key indicators: Promotion rate, internal mobility rate, average duration of seniority, results of the performance assessments.
  • View: Pyramid by age to view the distribution of employees, a map of skills to identify talents and skills needs.

How to build an effective dashboard of human resources?

THE Construction of a dashboard for human resources Requires a rigorous methodology.

Define the objectives

Clarify the strategic objectives of your company in terms of human resources. Here are examples of questionosn you can ask yourself:

• Why is it better to control the functions of human resources is essential for the company?
• What exact functions does the company want to pilot?
• What key information are coming out and what to do with it?
• What about the data update frequency? (newspaper, weekly …)
• Who are the future dashboard users? (The management committee, the HRD, the managers and rrh …)

Identify the key indicators

Select the relevant indicators based on the defined objectives.

ADVISE : Limit the number of measures to focus on the essential elements. Overloading your paintings would be counterproductive. Too much data facilitate chaos and you may lose essential data.

Collect data

Collect the necessary data from the various information systems (HRMS, Pay, etc.).

With factorial, opt for the system by group of indicators, the system by level of detail or for causal connection.

Choose View tools

Opt for graphics and clear and intuitive paintings.

Factorial offers different graphic designers: circular diagrams that represent a part of the staff, diagrams of the bars for comparing levels, curves that represent an evolution …

Regular monitoring tax

Make sure to regularly update the dashboard to monitor the evolution of performance.

Communicate the results

Share the information contained in the dashboard with managers and employees interested in promoting commitment and decision.

Tools and software to create a human resources dashboard

Many tools and software can help you create and manage your human resources dashboard:

• Human Resources Management (Sirh): Often incorporating reporting and dashboard functionality.
• Business Intelligence software: Offer advanced display possibilities.
• Sounds (Excel, Google Sheets): Simple solution for basic dashboard.

With factorial, you have several display formats, a large number of relationships on predefined human resources. In addition, you can share your human resources indicators in different formats. Your data is updated in real time and protected at any time.

💡 Bonus : With factorial, you can create a personalized dashboard on leave, performance … consult it and share it in different display formats. The data is updated in real time.

How to successfully analyze your social dashboard of human resources?

The HR dashboard is not just encrypted and classified data in a table. This strategic decision -making support tool must Facilitate the processing and layout of human resources data.

In this sense, you can classify the indicators for objectives, by nature, importance, etc. Make connections between the different indicators of human resources. You can better study the situation as a whole.

You can establish different sections such as:

• Recruitment
• Training
• Employer brand …

It must be clear and readable to facilitate its reading, better use data and interpret the results.

For example, you can develop it in the form of a colorful graph. You can easily make information with growth curves, histograms, diagrams and others.

More than a visual and graphic exploitation of the dashboard indicators, managers must make their own interpretations of the data collected to recommend the best driving line.

THE Dashboard HR It is an essential tool for effectively managing human resources. By allowing you to follow the key indicators, make informed decisions and optimize the processes, it contributes directly to the overall performance of your business. Do not hesitate to invest time and resources in creating a dashboard adapted to your specific needs.