HR needs to be able to justify is expenditure just like any other business unit in the organisation - and this means that HR must be able to gather and analyse 'hard data' in the form of HR metrics.
The article below provides an example of how this analytics page can help you define the current makeup of your workforce and begin to create a reliable and valid baseline from which you can begin to think about workforce planning.
This article covers:
Report easily and efficiently
To easily generate a report when asked to provide a breakdown of the workforce:
1. Navigate to Analytics >> Workforce Headcount
2. This will automatically generate a report displaying the headcount analytics for the last twelve months (check out Workforce Headcount in Analytics to learn more about how this page works).
3. This analytics page will allow you to review the demographics of your workforce and drill down using the following filters: Work Type (Permanent), Work Class (Full-Time) and Location (Sydney).
4. Now that we have applied the relevant filters, we can scroll down to the row data and export the list of full time permanent employees, who are located in Sydney.
Drilling into the data
To illustrate the specific information that you wish to highlight in your reports, this analytics page will allow you to:
- Review the data at a specific point in time.
- Filter the data on specific attributes.
- Convert the (filtered) charts to images that can be inserted into wider board reports.
To review the workforce headcount data at a specific point in time, whether that be in the past or a predicted future state, simply:
1. Amend the date in the top right of the page.
2. Alternatively, you can click on Chart Settings in the top right and amend the data settings to review the predicted future headcount analytics based on your current people data.
3. To filter the data on specific attributes simply click on the charts to dynamically filter on the options.
4. To convert the filtered charts to images click on the convert icon and insert this image into your wider report that will be presented to the board.