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In the role of an HR manager, you have a multitude number of activities and roles that you play. there are several skills that one needs to have in order to manage human assets effectively and these include the ability to conduct employee performance reviews, hire new employees as well and train those people who might be hired; also, an individual who is doing HR management should know how they would solve problems that arise when it comes to employee relations.

If you work in a job that makes high demands on your organizing skills and attention to detail, then it is important for you to have a wide range of HR reports at hand. It helps you keep organized and to make the right decision. On the other hand, it might be hard to identify which HR reports are the most important ones needed for quick access because there is such a volume of them.

In this article, we’ll delve further into HR reports and the types of various kinds of HR report templates. Such reports provide valuable information related to your employee management, which includes measures of HR analysis, diversity and inclusion metrics as well as the rates with respect to employee turnover.

For this reason, let’s move on right away.

What are HR reports?

The short document provided with a clear overview of your human resource division is known as an HR reports. This is where basic information on your employees that could be crucial to the performance of your workforce such as performance metrics demographics and turnover rates among other critical pieces of information are found.

Secondly, HR reports can cover other areas subject to them such as the engagement of employees, diversity and inclusivity concerns, employee onboarding costs, and even training and development that can incur expenditures.

Attendance Report: All records about visits, delays, and absenteeism taken by employees out of late period. As such, it would be similar to a roll call for the staff members of an office in order to record those present as well as those absent.

Performance Review Report: This document describes employment in terms of several months, under which a worker does his work. It includes the information in terms of what the manager filled in in addition to any key indicators or goals that were developed. As for the employees, the performance reviews are like a sort of report card that most dislike but is necessary for their development and improvement.

Compensation Report: At the end of this document is a clear salary workforce report showing how much everyone earns as well as bonuses and raises. By using compensation reports HR can ensure that the most objective way in which workers are paid is done while also ensuring that the business remains within its budget.

Demographic Report: This report is focused on giving us an analysis of various demographic factors of the company’s workforce, which include age, gender, and race. It helps HR understand the composition of their staff and allows them to detect potential exclusion or diversity problems.

Thus, our brief overview is now over several examples that are considered standard in HR reports. Use HR reports to make these reports incredibly effective, educational, and captivating. HR report templates are available with interactive features, online sharing options, and more.

Use These 8 Types of HR Reports

The requirement to monitor and document HR-related activities within the company may overwhelm HR teams. But reporting on HR matters doesn’t have to take a lot of time. It can be an easy process if you have the right tools. Are you prepared to begin HR reporting? These eight HR reports will simplify your reporting.

Reports on employee information

Employee Information Reports offer comprehensive details on various employee data factors, including headcount, turnover rates, diversity, revenue per employee, employee engagement, and satisfaction percentages, as well as average tenure.

This report’s primary advantage lies in its capacity to assess and contrast data from various departments, locations, and cross-sections, thereby providing an intricate overview of the organization’s performance management.

Reports on recruitment

One of the most crucial reports that has been demonstrated to be highly helpful in enhancing hiring strategies and raising candidate journey transformation rates is the recruitment human resources report. For your Talent Acquisition team, measuring, analyzing, and understanding the many variables involved in recruitment can be quite helpful.

‍Some highly recommended metrics to monitor in recruitment reports are as follows:

  • Time distributed to each candidate
  • The number of candidates surveyed in a given time frame
  • Offer declination rate
  • The reasons for declining an offer
  • The whole check of interviews
  • Meet assessments
  • The interview’s duration
  • Meet Types
  • Patterns in Work Applications
  • Patterns in email applications
  • Trends in Career Location Applications
  • The most excellent channels for finding candidates
  • Sources that give the leading candidates
  • Current work openings sorted by office, area, and other factors
  • Ability pool candidates and their behavioral patterns

Reports on onboarding and offboarding

Onboarding and offboarding reports are one kind of HR report. They have developed into essential metrics for HR functions. 

Companies now understand how important it is to keep up high employee satisfaction and retention rates because they enhance the employer brand. Make sure you monitor the onboarding and offboarding procedures, measure the results of pertinent surveys to learn about the opinions of your staff, and use reports to analyze the information to improve both.

Some important metrics to monitor are onboarding feedback, pre-onboarding drop-off rates, post-90-day drop-off rates, retention rates, training expenditure per employee, and ROI for each employee.

Reports on performance management

Monitoring employees’ objectives, skill sets, key result areas (KRA), feedback, and other data is essential. Without this information, it will be challenging to compare each employee to their peers, and promotions will be based more on opinions than on logic. Performance reviews offer a reasonable place to start when evaluating employees.

Additionally, performance reports can display each employee’s progress toward achieving their goals. They can highlight an employee’s abilities as well as the positive and negative comments they received throughout the appraisal process, along with their overall appraisal scores. When all of this important information is easily accessible, employee performance may increase. The parameters to be looked at when measuring performance include employee goals and performance, time to productivity, number of hours worked, and employee evaluations.

Reports on compensation

The majority of employee compensation is managed by the finance team. On the other hand, the HR division is in charge of payroll. As part of the measurement process, they have to ascertain which group or pay level each employee is in and how their compensation is determined.

Maintain a record of your salary, appraisal, paid time off, overtime, dues, shift pay, deductions, and financial reports according to each filter or criterion to gain a better understanding of compensation.

Reports on HR administration

Budget & Analysis for New Hires

As the name implies, this report offers a list of all recent hires made within a specified time frame. Information like annual salary, work status, and similar details are also included in the report.

Budget/Analysis for Terminations

The list of all workers who had their employment terminated within a specified time frame is included in this report.  The report also includes information on the fired employees’ salaries, whether they were replaced by a new hire, and the reason(s) for the termination (voluntary, involuntary, and so forth).

Budget and Analysis for Rehired Terminations

The list of workers who were fired by the company and then hired again is included in this report. The report also includes information about previous termination dates, original hire dates, current employment status, and salary information.

Analysis of Paid Leave

An assembled summary of the paid leave options available to a particular group of employees is produced using this report. It gives information about the number of paid leave days remaining, the number of hours worked, the employee’s salary, and other things.

Administration of Leave

The information in this report pertains to the workers who were placed “On Leave” during a specific time frame. The purpose of this report is to produce a list of workers who are on prolonged leave. It contains information about the kind of leave, its duration, whether it is paid leave, and when it must be returned.

Modification of Status

This report offers an overview of all employee personnel records that, during a specified time frame, have undergone a particular kind of account change. Accounts impacted by particular types of data adjustments, such as pay rate, job code, hire date, or termination, can be found in this report.

Reports on equal employment opportunities

For employers and employees alike, equal employment opportunity is a crucial idea. It guarantees that hiring decisions made by an organization are not skewed toward any particular age, gender, or race.

Details of New Hires

The new hires’ specifics as well as other information about the equal employment opportunity reports will be included in this report.

Information about Terminations

This report is an adaptation of the typical terminations report that includes extra employee personal information needed for an analysis of equal employment opportunities.

Headcount for Equal Employment Opportunity

The government-specified equal employment opportunity format is used in this report to provide employee information.  All employers with more than 100 employees are required by law to file this form.

HR Reports for Management on Unspecified Employee Transfers

With an effective date falling within the specified range, this report offers a list of every employee who was transferred to a new company using the Employee Transfer EAN. The report includes information about both new and old companies.

Years of Service

For every employee in the company, tenure information is provided in this report.  Analyze staff experience by department, job title, location, or other employee classes using this report.

Birthdays and anniversaries of employment

An overview of each employee’s birthday and anniversary is given in this report for every person working for the company. To generate an overview of employee birthdays and anniversaries for recognition schemes and other corporate uses, utilize these reports.

Emergency Phone Number

An overview of all the current Emergency Contacts assigned to each employee in the company is given in this report, along with information about the contact’s name, phone number, and connection to the employee.

Phone, email, and address

An overview of each employee’s current contact details, including their address, phone number, and email address, is given in this report for every worker in the company.

Address Labels

This report offers an overview of employee address data that can be used to format labels in MS Word and Excel.

conclusion

Maintaining organized and current reports is critical for the HR department. Management’s access to HR reports may directly affect staff morale and even output. A well-maintained health report, wellness report, etc. will give workers a sense of worth and value at work, which will improve retention.

Managers and team leads will be able to better understand the teams and individuals that are engaged with the aid of employee engagement reports, and they will be able to adjust their engagement activities accordingly. It is reasonable to argue that human resources are an organization’s lifeblood.

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