HR Glossary

HR analytics and reporting software

What is HR analytics and reporting software?

HR analytics and reporting software provide key insights that enable HR teams to make informed and strategic decisions by analyzing various HR processes, including recruitment, performance, and leave management. It turns workforce data into actionable insights.

What are the benefits of using HR analytics and reporting software?

Here are some of the benefits:

• Analyzes raw HR data to offer useful insights that help HR teams move from gut-based decisions to informed decisions.
• Offers visibility into headcount, attrition, performance, and other workplace metrics.
• Helps HR teams identify the real reason behind workforce issues, like attrition, low engagement, absenteeism, and more.
• Saves time by automating data collection, data analysis, and report generation.
• Enables HR teams to personalize employee experience strategies by helping them understand employee preferences.

What kind of data can the system analyze?

Here's a list of all the data you can analyze to gather insights using HR analytics and reporting software:

• Employee information: Identify demographics, roles, and experience levels.
• Hiring data: Assess source effectiveness, time-to-fill, quality of hire, and offer acceptance rate.
• Attendance, leave, and timesheet data: Track absenteeism rates, overtime hours, on-time check-ins, and more.
• Payroll and compensation data: Monitor pay equity, salary structure, benefits, bonuses, and more.
• Performance data: Assess goal completion, ratings, KPI tracking, and productivity metrics.
• Engagement data: Analyze data from surveys, eNPS, sentiment analysis, and more.
• Training data: Track training participation, skill gaps, learner feedback, trainer ratings, and course ratings.

How is HR analytics and reporting software different from traditional reporting?

While traditional HR reporting focuses on explaining what has happened, HR analytics and reporting software take it a step further to deliver key insights about what happened, why it happened, and what could happen in the future as a result. It uncovers patterns, trends, and risks.

What are some common examples of using HR analytics and reporting software in HR?

Here are some practical and real-world examples of how HR teams use HR analytics and reporting software:

• Attrition and retention trends: Track how turnover has been happening at your organization, get a list of employees who are on the verge of quitting, and uncover the real reasons behind why employees are quitting.
• Performance tracking: Stay on top of how employees are progressing towards their goals, track their performance ratings, and even identify high-performers and low-performers.
• Employee engagement insights: Analyze sentiment trends across teams, locations, and departments to determine key indicators of engagement and detect early signs of disengagement.
• Diversity and inclusion trends: Measure representation across different roles and departments, determine if employees actually feel included, and assess diversity progress.

Can it be integrated with other systems?

Yes, HR analytics and reporting software can be integrated with other existing systems, such as applicant tracking systems, HRIS, payroll software, performance management software, learning management software, and other relevant HR tech tools. This way, the system can gather key data related to your workforce, compensation, benefits, appraisals, and more—all of which you need to offer valuable insights.

Can reports be customized for different stakeholders?

Yes, reports can be customized for employees based on their roles. For instance, employees can access insights related to their own leave, attendance, goal progress, feedback, and more. Managers can access team-level insights into trends related to things like performance, attendance, leave, engagement, and more. Leadership teams at your organization can get insights into attrition, workforce costs, organizational productivity, and more. HR teams can gather deeper insights across every HR process.