In every organization, the HR department deals with large volumes of data—right from employee demographics to performance metrics and much more. If not properly managed, it can hamper the effectiveness of crucial HR functions like hiring, payroll, performance management, and even compliance!
The solution? An effective HR dashboard!
By centralizing every HR data, an HR dashboard makes it easy to visualize, track, and analyze crucial information whenever needed. This helps in many ways. For instance, it can help your company boost employee engagement, which can increase profitability by 21% and productivity by 17%!
So, without any further ado, let’s check out five solid HR dashboard examples you can implement in your organization!
What Is an HR Dashboard?
An HR dashboard is a tool that comprehensively visualizes your organization’s key HR metrics and data, including employee turnover rate, absenteeism rate, time to hire, performance metrics, and employee engagement score.
Here’s what an HR dashboard looks like:
The HR department of a company uses this tool to monitor, track, and analyze HR metrics and performance indicators in real time. A solid HR dashboard uses visual elements such as graphs, charts, tables, etc., to present complex data in a digestible format. This helps teams access actionable insights and make data-driven decisions.
What Are the Benefits of an HR Dashboard?
An HR dashboard gathers and simplifies important HR data so you can track and analyze them. In doing so, it benefits you in the following ways:
1. Facilitates Data-Driven Decision Making
An HR dashboard provides real-time data and insights into various HR aspects, such as recruitment efficiency, employee productivity, and turnover rate. This helps managers identify inefficiencies and make informed decisions about how to address them.
2. Improves Employee Satisfaction
A recent survey revealed that only 18% of employees are satisfied with their company. Believe it or not, HR dashboards can help increase these figures. Tracking key indicators like workforce engagement and motivation can help HR teams improve workplace satisfaction.
3. Promotes Cost Efficiency
Did you know—some businesses are losing up to $1.3 million a year due to inefficiencies! One brilliant way to prevent this in your organization is by implementing an HR dashboard. Since these tools provide metrics on cost factors like compensation, benefits, profitability, etc., you can easily identify inefficiencies to manage your funds more effectively.
4. Helps Identify Trends
Although major changes in any industry occur every 2-5 years, new practices spring up every now and then. HR dashboards can prove immensely helpful in keeping up with them. They highlight trends in areas like employee performance, retention, and satisfaction to ensure your organization provides the best-in-class treatment to its employees.
What Makes a Good HR Dashboard?
Here are the attributes a good HR dashboard format should have to ensure high functionality and efficiency:
1. Easy-to-Use Design
The dashboard should have a clean design so that HR managers can use it without any hassle. It should also present complex data in a simplified manner—through graphs, charts, etc.—for better comprehension.
2. Customizability
The HR dashboard should be customizable. In essence, it should let you choose the metrics you want to focus on. Also, different stakeholders should be able to choose different views of the data to suit their needs.
3. Actionable Insights
An effective HR dashboard doesn’t just present raw data—it processes it to derive actionable insights that are easy to interpret and ready to use. For example, employee turnover rates, performance ratings, employee engagement scores, absenteeism, etc.
4. Predictive Analysis
If your needs are advanced, look for HR dashboards with predictive analysis capabilities. It helps HR teams anticipate future trends based on current and historical data and take immediate corrective measures.
5. Security
Since an HR dashboard contains crucial employee data, it needs to be secure and compliant with data privacy regulations like GDPR, HIPAA, etc.
6. Third-Party Integrations
To ensure no workflow disruption, an HR dashboard should be able to integrate with other third-party HR tools and software like payroll systems, performance management software, applicant tracking systems, etc.
What Are the Core HR Dashboard KPIs?
More often than not, HR teams get confused about data to focus on—thanks to the large number of HR KPIs (Key Performance Indicators) and metrics used in the business world. If you’re in a similar spot, here are eight core HR dashboard KPIs you should start with:
1. Employee Turnover Rate
Employee turnover rate refers to the rate at which employees leave the company. A high turnover rate is a major red flag, indicating issues with the work environment, job satisfaction, or compensation.
2. Absenteeism Rate
The absenteeism rate indicates how often and for how long employees are absent from work. A high absenteeism rate occurs due to workplace dissatisfaction, lack of engagement, or an employee’s personal factors like health issues, personal problems, etc.
3. Retention Rate
Retention rate refers to the percentage of employees who stay with an organization. A high retention rate indicates a positive work environment and strong employee satisfaction, while a low one demonstrates job dissatisfaction, weak management, inadequate compensation, and other issues.
4. Employee Engagement Score
The Employee Engagement Score (ESS) measures the measure and enthusiasm employees have for their jobs. A high ESS demonstrates job satisfaction, whereas a low ESS indicates issues like poor work culture, bias, etc.
5. Time-to-Hire
Time-to-hire is a metric that demonstrates how long it takes for an organization to hire a candidate. While a short time-to-hire indicates optimized processes, longer ones signify inefficiencies in the hiring process.
6. Cost Per Hire
Cost per hire is another hiring metric. It shows the average cost incurred by an organization to hire an employee. This includes elements like advertising fees, recruitment fees, etc. If the cost per hire is high, it means the organization is spending a significant amount of its budget on hiring and needs to remediate the same.
7. Training Completion Rate
The training completion rate measures the percentage of employees who finish their required training programs. While a high training competition rate is good, a low one demonstrates issues with training accessibility, employee engagement, etc.
8. Diversity and Inclusion Metrics
An immensely vital workforce KPI, diversity, and inclusion metrics represent the workforce diversity of an organization in terms of gender, race, age, etc. A high percentage indicates the organization is diverse and inclusive, whereas a low one shows bias, cultural issues, etc.
How to Build a Solid HR Dashboard?
If you want to create a custom HR metrics dashboard from scratch, follow these steps:
Step 1: Determine Your Needs
An HR analytics dashboard can be used in multiple ways, such as tracking recruitment efficiency, managing employee satisfaction, identifying HR trends and patterns, etc. So, before you build one, determine how you and your team plan to use it.
Step 2: Define Your Key Metrics
Once you have identified your needs, determine the key metrics and KPIs to track and achieve them. For instance, if you are building an HR dashboard to track recruitment effectiveness, some KPIs you should focus on include time-to-hire, cost per hire, offer acceptance rate, etc.
Step 3: Choose the Software
In this regard, software refers to the tool that will eventually host your HR dashboard. Make sure it’s easy to use, functional, and utilizes visual elements to represent HR metrics. Selecting the right HR dashboard software can prove pivotal in optimizing HR processes.
Step 4: Pinpoint Data Sources
Next, identify relevant sources from which your team can gather and import data into the HR dashboard software, such as HRIS systems, payroll systems, performance management tools, and employee engagement platforms.
Step 5: Get Building
Finally, organize the data in the tool and select your ideal way to represent it, such as graphs, charts, tables, etc.
Pro Tip: If you don’t want to build an HR dashboard from scratch, check out PeopleStrong’s HR Analytics Software. It offers over 29 comprehensive HR dashboard samples on demographics, recruitment, leave and attendance, etc. What’s more? Each of them is engaging, interactive, and highly customizable!
5 Examples of Powerful HR Dashboards
Let’s come to the crux of the blog. Here are five powerful HR dashboard examples:
1. Executive HR Dashboard
An executive HR dashboard provides a general overview of every essential KPI and metric related to core HR functions and processes like recruitment, onboarding, payroll, compliance, etc. For instance, employee headcount, average salary, satisfaction score, and turnover rate.
Ideal for: C-suite executives, HR directors, and senior management who need a quick, high-level view of workforce trends and HR performance to align HR strategies with business goals.
2. Recruitment Dashboard
A recruitment dashboard helps HR managers during the hiring phase by presenting data related to hiring efficiency, cost, etc. It includes KPIs such as the number of open jobs, time to hire, cost per hire, offer acceptance rate, etc.
Ideal for: Hiring managers, recruiters, and talent acquisition teams who need insights into hiring efficiency, candidate pipeline status, and recruitment bottlenecks.
3. Turnover Dashboard
This type of HR dashboard provides insights into employee turnover data based on department, job role, or tenure. Primary KPIs include attrition rate, turnover rate, and turnover cost per person.
Ideal for: HR managers, employee engagement teams, and department heads who need to monitor retention trends, understand turnover causes, and develop strategies to improve retention.
4. Employee Performance Dashboard
The employee performance dashboard monitors productivity metrics, goal achievements, peer feedback, and appraisal scores to gauge every employee’s performance effectiveness. It tracks KPIs like employee productivity, output quality, punctuality, etc.
Ideal for: Team leaders, HR performance managers, and department heads who need to track individual and team productivity, identify high performers, and address skill gaps.
5. Workplace Demographics Dashboard
The workforce demographics dashboard visualizes staff data such as age, gender, race, ethnicity, etc., to ascertain an organization’s diversity and inclusivity. It tracks KPIs such as gender diversity, age distribution, job-role distribution, and location-based diversity.
Ideal for: Diversity and inclusion officers, HR compliance teams, and organizational planners who need to ensure a balanced, inclusive, and well-distributed workforce.
Conclusion
A well-designed HR dashboard is a game-changer for any organization.
Whether tracking recruitment efficiency, employee performance, turnover trends, or workforce demographics, these dashboards help HR teams stay proactive and data-driven. By using the right metrics, businesses can improve retention, enhance productivity, and build a more engaged workforce.
Ready to optimize your HR processes? Start by choosing the right HR dashboard for your needs!
In this regard, you can check out PeopleStrong. An all-inclusive SaaS platform, PeopleStrong’s HR Analytics Software offers smart HR dashboards that are easy to use, customize, and provide interactive views of your key HR metrics!
So, hurry up—get in touch today!
Some Common FAQs
What should an HR dashboard include?
A good HR dashboard should include essential metrics like time-to-hire, turnover rate, performance ratings, employee engagement scores, workforce demographics, absenteeism, recruitment progress, etc.
What is the difference between an HR dashboard and an HR scorecard?
Both the HR dashboard and scorecard are crucial HR tools. However, an HR dashboard provides a real-time overview of key HR metrics, such as employee turnover rate, absenteeism rate, and time-to-hire. At the same time, an HR scorecard helps you align HR strategies with organizational goals.
What is the purpose of monitoring the HR dashboard?
The main purpose of monitoring the HR dashboard is to gain real-time insights into key HR metrics and make data-driven decisions.
