Skip to content
The AI-Powered Talent Assessment Tool – View demo
  • English
  • Dansk
  • Nederlands
  • Français
  • Deutsch
  • Italiano
  • 日本語
  • Norsk
  • Polski
  • PortuguĂŞs
  • Español
  • Svenska
Login
Testlify
  • ProductExpand
    • Testlify demo
    • White label
    • Science
    • Video interview questions
    • Features
    • API
    • What’s new
    • Integrations
    • Reseller plan
    • Roadmap
    • Certifications
  • Test library
  • Pricing
  • SolutionsExpand
    • By industry typeExpand
      • IT industry
      • Logistics & supply chain industry
      • Retail industry
      • Recruitment industry
      • Financial industry
      • SaaS industry
      • Energy industry
      • Hospitality industry
      • Health care industry
      • BPO industry
      • Edtech industry
    • By use caseExpand
      • Lateral hiring
      • Diversity and inclusion
      • Volume hiring
      • Remote hiring
      • Blue collar hiring
      • Freelance hiring
      • Campus hiring
    • By test typeExpand
      • Role specific tests
      • Language tests
      • Programming tests
      • Software skills tests
      • Psychometric tests
      • Cognitive ability tests
      • Situational judgment tests
      • CEFR tests
      • Typing tests
      • Coding tests
      • Engineering tests
    • By company typeExpand
      • For startups 
      • SMB’s
      • Enterprises
      • Non-profits
      • Public sector
  • ResourcesExpand
    • Blogs
    • Join Testlify SME
    • ATS integration
    • Sitemap
    • Ebooks
    • Podcasts
    • Referral program
    • Partnership program
    • Customer success stories
    • Competitors
    • HR glossary
    • HR tools
    • Job description templates
  • AboutExpand
    • Our story
    • Customer support
    • Our partners
    • Careers
  • English
  • Dansk
  • Nederlands
  • Français
  • Deutsch
  • Italiano
  • 日本語
  • Norsk
  • Polski
  • PortuguĂŞs
  • Español
  • Svenska
Testlify

HR guide

Prev
Demo of page redirection after selection of a drop down listbox menu
Next

Chapter 09

Reporting and analytics

In today’s data-driven world, HR professionals need to rely on accurate and reliable data to make strategic business decisions. This chapter will explore the importance of HR reporting and analytics, key metrics to track, tools and techniques, best practices, common challenges, and how to use HR reporting and analytics to drive business results.

Reporting and Analytics

Why HR reporting and analytics matter

HR Reporting and Analytics are critical tools for Human Resources (HR) professionals in managing their organization’s workforce. With the increasing importance of data-driven decision-making, HR professionals must have access to accurate and timely HR data to make informed decisions about their workforce.

Here are some reasons why HR Reporting and Analytics matter:

Provides insightful data: HR Reporting and Analytics provide HR professionals with insightful data about their organization’s workforce, including employee demographics, retention rates, turnover rates, absenteeism, and many more. This information helps them identify areas that need improvement and develop strategies to address them.

Helps measure HR performance: HR Reporting and Analytics help HR professionals measure their department’s performance, including their recruitment process, employee engagement, performance management, and compliance with labor laws. These metrics enable HR professionals to assess the effectiveness of their initiatives and make data-driven decisions to improve their HR processes.

Enables better decision making: HR Reporting and Analytics provide HR professionals with real-time data that they can use to make better decisions about their workforce. For example, they can use this data to identify high-performing employees and reward them accordingly or identify low-performing employees and develop a plan to improve their performance.

Helps identify trends: HR Reporting and Analytics help HR professionals identify trends within their workforce, such as turnover rates, employee satisfaction, and engagement levels. This information enables them to develop strategies to address these trends and improve their organization’s overall performance.

Enhances compliance: HR Reporting and Analytics help HR professionals ensure their organization is compliant with labor laws and regulations. They can use these tools to monitor compliance with employment laws, such as minimum wage, overtime, and discrimination laws, and ensure their organization is not at risk of legal action.

Key metrics to track in HR reporting and analytics

There are several key metrics that HR professionals should track in HR reporting and analytics to measure the effectiveness of their HR processes and make data-driven decisions. Here are some examples:

Employee turnover rate: This metric measures the percentage of employees who leave the organization during a specific period. A high turnover rate may indicate issues with employee engagement, management, or compensation.

Time-to-fill: This metric measures the time it takes to fill a vacant position, from the job posting to the new hire’s start date. A long time to fill may indicate issues with the recruitment process, such as a lack of qualified candidates or a slow hiring process.

Employee satisfaction/engagement: This metric measures how satisfied and engaged employees are in their work. It can be measured through surveys, focus groups, or other feedback mechanisms. High employee satisfaction and engagement are associated with better productivity and retention.

Absenteeism: This metric measures the percentage of scheduled work time that employees miss due to unplanned absences. High absenteeism may indicate issues with employee engagement, health, or work-life balance.

Diversity and inclusion: This metric measures the organization’s diversity and inclusion efforts, such as the representation of different demographic groups, employee resource groups, or training programs. Diversity and inclusion are essential for building a strong and inclusive culture and attracting and retaining diverse talent.

Training and development: This metric measures the organization’s investment in employee training and development programs. This metric can include the percentage of employees who received training, the number of training hours, or the impact of training on employee performance.

Compliance: This metric measures the organization’s compliance with labor laws and regulations, such as minimum wage, overtime, and anti-discrimination laws. Non-compliance can result in legal and financial consequences.

Reporting and Analytics 2

Tools and techniques for HR reporting and analytics

analytics. Here are some examples:

HR Information Systems (HRIS): An HRIS is a software system that enables HR professionals to collect, store, and manage HR data. An HRIS can automate HR processes, such as payroll and benefits administration, and generate reports on HR metrics, such as employee turnover rates and time-to-fill.

Business intelligence (BI) tools: BI tools enable HR professionals to analyze and visualize HR data and generate reports and dashboards. BI tools can help HR professionals identify patterns, trends, and insights in HR data and make data-driven decisions.

Predictive analytics: Predictive analytics is a technique that uses statistical models and machine learning algorithms to predict future outcomes based on historical data. HR professionals can use predictive analytics to forecast employee turnover, identify high-performing employees, and predict future hiring needs.

Surveys and feedback mechanisms: Surveys and feedback mechanisms, such as focus groups and one-on-one interviews, enable HR professionals to collect qualitative data on employee satisfaction, engagement, and performance. This data can supplement quantitative data from HRIS and BI tools and provide a more comprehensive view of the workforce.

Benchmarking: Benchmarking is a process of comparing an organization’s HR metrics with industry benchmarks or best practices. HR professionals can use benchmarking to identify areas of improvement and set targets for improvement.

Data visualization: Data visualization is a technique that uses charts, graphs, and other visual aids to represent HR data. Data visualization can help HR professionals communicate complex data to stakeholders more effectively and identify patterns and trends in HR data.

Best practices for HR reporting and analytics

ere are some best practices for HR reporting and analytics:

Identify Key metrics: Define the key metrics that align with your organization’s strategic objectives and goals. These metrics should be measurable, relevant, and aligned with your organization’s mission and values.

Use reliable data sources: Ensure that the data sources used for reporting and analytics are reliable and accurate. This data can be collected from HRIS, surveys, or other sources.

Standardize data: Standardize the data collected to ensure consistency and accuracy. This includes data such as job titles, job levels, and performance ratings.

Use data visualization: Use data visualization techniques such as charts, graphs, and dashboards to make HR data more accessible and understandable to stakeholders.

Share results: Share HR reporting and analytics results with stakeholders such as management, employees, and HR team members. This helps to ensure transparency and accountability.

Incorporate feedback: Incorporate feedback from stakeholders and HR team members to continuously improve HR reporting and analytics processes.

Analyze trends: Analyze trends in HR data over time to identify patterns and insights. This helps to identify areas of improvement and make data-driven decisions.

Be proactive: Use HR reporting and analytics to identify potential HR issues before they become problems. This includes identifying high-performing employees and those at risk of leaving the organization.

Focus on Continuous Improvement: Continuously review and improve HR reporting and analytics processes to ensure they align with the organization’s goals and objectives.

Reporting and Analytics 3

Common challenges in HR reporting and analytics

HR reporting and analytics can provide valuable insights into an organization’s workforce, but there are several challenges that HR professionals may face. Here are some common challenges in HR reporting and analytics:

Data quality: One of the biggest challenges in HR reporting and analytics is ensuring data quality. HR data can come from different sources and can be inconsistent, incomplete, or inaccurate, which can affect the reliability and validity of the analysis.

Data security: HR data contains sensitive information, such as employee personal information and compensation data. It is important to ensure that HR data is secure and protected from unauthorized access.

Technology infrastructure: HR reporting and analytics requires a robust technology infrastructure, such as HRIS, BI tools, and data storage. It can be challenging for organizations to invest in and maintain this infrastructure.

Data integration: HR data can be stored in multiple systems, such as payroll, benefits, and performance management. Integrating data from these systems can be challenging and time-consuming.

Data interpretation: Analyzing HR data requires advanced analytical skills and a deep understanding of HR metrics and data visualization. HR professionals may require additional training and development to interpret and analyze data effectively.

Change management: Implementing HR reporting and analytics can require significant organizational change, including changes to HR processes, systems, and culture. Resistance to change can be a significant challenge for HR professionals.

Lack of executive buy-in: HR reporting and analytics requires the support and buy-in of executive leadership to be effective. Without executive buy-in, HR reporting and analytics may not receive the necessary resources or support to be successful.

How to use HR reporting and analytics to drive business results

HR reporting and analytics can provide valuable insights into an organization’s workforce and help HR professionals make data-driven decisions that drive business results. Here are some ways to use HR reporting and analytics to drive business results:

Identify high-performing employees: HR reporting and analytics can help identify high-performing employees who can contribute to the organization’s strategic goals. This can include identifying employees with unique skills, experience, or potential for growth.

Improve employee engagement: HR reporting and analytics can help identify factors that contribute to employee engagement, such as job satisfaction, compensation, and career development. By addressing these factors, organizations can improve employee engagement and retention.

Identify skills gaps: HR reporting and analytics can help identify skills gaps in the workforce and develop targeted training and development programs to fill those gaps. This helps ensure that employees have the necessary skills to achieve the organization’s strategic goals.

Monitor diversity and inclusion: HR reporting and analytics can help monitor and improve diversity and inclusion in the workplace. This includes tracking metrics such as gender, race, and ethnicity and developing strategies to promote diversity and inclusion.

Improve talent acquisition: HR reporting and analytics can help identify effective recruitment channels and develop targeted recruitment strategies to attract top talent. This helps ensure that organizations have the right talent to achieve their strategic goals.

Monitor performance: HR reporting and analytics can help monitor employee performance and identify opportunities for improvement. This includes tracking metrics such as performance ratings, productivity, and attendance.

Optimize workforce planning: HR reporting and analytics can help organizations optimize workforce planning by identifying workforce needs, forecasting future needs, and developing strategies to address those needs.

Examples of HR reporting and analytics in action

HR reporting and analytics can provide valuable insights into an organization’s workforce and help HR professionals make data-driven decisions that drive business results. Here are some examples of HR reporting and analytics in action:

Employee turnover: HR reporting and analytics can help organizations track employee turnover rates and identify the reasons why employees are leaving. By analyzing this data, organizations can develop targeted retention strategies to address the underlying causes of turnover and improve employee retention.

Performance management: HR reporting and analytics can help organizations track and analyze employee performance metrics, such as productivity, quality, and attendance. By analyzing this data, organizations can identify trends and patterns that can inform performance management strategies, such as coaching, training, and performance improvement plans.

Diversity and inclusion: HR reporting and analytics can help organizations track and analyze diversity and inclusion metrics, such as gender, race, and ethnicity. By analyzing this data, organizations can identify gaps and develop targeted strategies to promote diversity and inclusion in the workplace.

Talent acquisition: HR reporting and analytics can help organizations track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and source-of-hire. By analyzing this data, organizations can identify effective recruitment channels and develop targeted recruitment strategies to attract top talent.

Workforce planning: HR reporting and analytics can help organizations track and analyze workforce metrics, such as headcount, turnover, and skills gaps. By analyzing this data, organizations can identify workforce needs, forecast future needs, and develop strategies to address those needs.

Employee engagement: HR reporting and analytics can help organizations track and analyze employee engagement metrics, such as job satisfaction, communication, and recognition. By analyzing this data, organizations can identify factors that contribute to employee engagement and develop targeted strategies to improve engagement.

Hire with Facts, not Fiction.

Resumes don’t tell you everything! Testlify gives you the insights you need to hire the right people with skills assessments that are accurate, automated, and unbiased.

Try for free Book a demo

Product

Test library

Integrations

Science

API

Features

What’s new

White label

Video interview

Product roadmap

Industry

Information technology

Logistics & supply chain

Retail

Recruitment

Finance

SaaS

Energy

Healthcare

Hospitality

BPO

Edtech

Use case

Lateral hiring

Diversity and inclusion

Volume hiring

Remote hiring

Blue collar hiring

Freelance hiring

Campus hiring

Test type

Role specific tests

Language tests

Programming tests

Software skills tests

Cognitive ability tests

Situational judgment tests

CEFR tests

Typing tests

Coding tests

Psychometric tests

Engineering tests

Company

About us

Careers We are hiring

For subject matter experts

Our partners

Reseller plan

Investors

Sitemap

Contact us

Company type

Startups

SMBs

Enterprise

Non-profits

Public sector

Support

Help center

Resources

Blog

Ebooks

ATS integration

Podcasts

Referral program

HR guide

Success stories

Terms

Privacy policy
Terms & conditions
Refund policy

GDPR compliance

GDPR FAQs

Cookie policy

Security practices

Security

Data processing agreement

CCPA

Trust center

Data privacy framework

Competitors

Testgorilla

iMocha

Vervoe
Adaface
Maki People
Xobin
TestDome
Mettl

Equip

HireVue

View all

ATS

Ashby

BambooHR

Greenhouse
JobAdder
JazzHR

Lever
Make

Recruitee

Zapier

Zoho Recruit

View all

[email protected]

|

[email protected]

[email protected]


[email protected]

  • LinkedIn
  • Facebook
  • Twitter
  • YouTube
  • Instagram

©2023 Testlify All Rights Reserved

[fluentform id=”23″]

Get 40% off on your first year’s billing!

Hurry and make the most of this special offer before it expires.

New customers only.

[fluentform id=”21″]

Test library request

These are upcoming tests. If you wish to prioritize this test request, we can curate it for you at an additional cost.

Please enable JavaScript in your browser to complete this form.
Loading
Test Search Auto
Test Type
Job Roles

Qlik Sense

medium
10 Questions
10 Min

Assess candidate resilience with Qlik Sense skills, essential for adaptable and data-driven decision-making in challenging scenarios.

View details

SQL Azure

medium
10 Questions
10 Min

The SQL Azure test assesses candidates’ skills in cloud-based database management, including SQL query optimization and data security, vital for efficient cloud data infrastructure.

View details

Malware Analysis

medium
10 Questions
10 Min

The Malware Analysis test identifies experts in malware analysis, enhancing hiring for robust cybersecurity by evaluating threat detection, classification, and mitigation abilities.

View details

SciPy

medium
18 Questions
20 Min

Measure candidate resilience with our Resilience Assessment Test, designed to evaluate adaptability, stress management, and problem-solving skills.

View details

Information Security Governance

medium
18 Questions
20 Min

It refers to the framework, processes, and practices that organizations implement to manage and protect their information assets, ensuring confidentiality, integrity, and availability.

View details

Python Pandas

medium
15 Questions
20 Min

The Python Pandas test evaluates candidates’ skills in data manipulation and analysis, aiding in hiring those proficient in Python Pandas for effective data handling, key for data-driven decisions.

View details

SAP Business Intelligence (Advance)

hard
24 Questions
20 Min

The SAP Business Intelligence (Advanced) test assesses candidates’ expertise in using SAP BI tools for data analysis, reporting, and decision-making, crucial for hiring skilled professionals.

View details

Puppet & Chef

medium
18 Questions
20 Min

The Puppet & Chef test evaluates candidates’ skills in configuration management and automation, aiding in hiring experts for efficient infrastructure management using these platforms.

View details

OpenCV

medium
18 Questions
20 Min

The OpenCV test assesses crucial vision skills, aiding in hiring for roles requiring image processing and algorithmic skills, and enhancing recruitment efficiency.

View details

Podium Data

medium
18 Questions
20 Min

The Podium Data test evaluates candidates on data pipeline management, modeling, integration, and quality control, aiding in hiring experts for optimized data management and analytics.

View details

Big Data Hive

medium
10 Questions
10 Min

The Big Data Hive test gauges proficiency in Hive for managing and querying large-scale data, aiding efficient hiring in data-centric roles.

View details

OpenSpan

medium
10 Questions
10 Min

The OpenSpan test evaluates candidates’ skills in automating and optimizing business processes, aiding in hiring experts essential for efficiency and cost savings in process-focused roles.

View details

Mulesoft

medium
18 Questions
20 Min

The MuleSoft test swiftly evaluates API and integration skills, aiding in hiring skilled professionals and aligning with industry benchmarks.

View details

Splunk

medium
18 Questions
20 Min

The Splunk assessment tests the candidate’s proficiency in utilizing Splunk software to extract, analyze, and visualize data effectively.

View details

Microsoft BI

medium
18 Questions
20 Min

The Microsoft BI test evaluates data analysis, reporting, and visualization skills using Microsoft BI tools, identifying talent for data-driven decision-making.

View details

SAP Business Intelligence (Basic)

medium
18 Questions
20 Min

The SAP BI (Business Intelligence) test is an assessment tool used to evaluate a candidate’s knowledge and skills in using SAP BI software.

View details

Apache Flume

medium
18 Questions
20 Min

The Apache Flume test assesses candidates’ expertise in data ingestion and log processing with Apache Flume.

View details

DevOps Salesforce

medium
18 Questions
20 Min

The DevOps Salesforce test assesses candidates’ proficiency in Salesforce DevOps, streamlining hiring by identifying skilled professionals who excel in DevOps principles.

View details

Azure Machine Learning

medium
18 Questions
20 Min

Azure Machine Learning is a cloud-based service that provides tools for building and deploying machine learning models.

View details

Data Wrangling with Python

medium
18 Questions
20 Min

The Data Scientist with Python test assesses candidates’ data analysis, statistical, and machine learning skills in Python.

View details

Data Science & Analytics

medium
18 Questions
20 Min

The Data Science & Analytics test assesses candidates’ ability to analyze complex data, extract insights, and communicate findings.

View details

Cyber Threat Management

medium
18 Questions
20 Min

This test helps to evaluate a candidate’s knowledge and skills in identifying and mitigating cyber threats to ensure the security of digital systems and networks.

View details

Cyber Security Risk Management

medium
15 Questions
15 Min

The test assesses candidates’ cybersecurity risk management skills, ensuring they can protect organizations from evolving threats and bolster cybersecurity readiness.

View details

Business Analyst for Business Intelligence

medium
18 Questions
20 Min

The test assesses data analysis, modeling, and reporting skills critical for data-driven decision-making, making it valuable for hiring in diverse roles.

View details

Zoho Books

medium
12 Questions
15 Min

The Zoho Books test evaluates candidates’ proficiency in financial management using Zoho Books software. It enhances hiring by identifying skilled individuals in accounting tasks, ensuring efficiency

View details

Apache Sqoop

medium
12 Questions
10 Min

The Apache Sqoop test measures a candidate’s ability to efficiently transfer data between Hadoop and relational databases, a critical skill for optimizing big data workflows.

View details

AWS Data Engineering

medium
20 Questions
20 Min

The AWS Data Engineering test screens for expertise in AWS data handling, crucial for roles requiring robust, secure cloud data management.

View details

Amazon Redshift

medium
24 Questions
20 Min

Amazon Redshift is a fully managed, petabyte-scale data warehousing solution in the cloud. It enables businesses to store and analyze vast amounts of data using SQL queries.

View details

AWS CloudFormation

medium
24 Questions
20 Min

AWS CloudFormation is a service that allows users to model and provision AWS resources in a declarative way, enabling infrastructure as code. It automates the deployment and updates of resources.

View details

Alteryx Skill

medium
24 Questions
20 Min

The Alteryx Skill test assesses data preparation, blending, and analytics expertise, securing skilled candidates for analytical roles and aiding data-driven hiring choices.

View details
  • Next »
Please enable JavaScript in your browser to complete this form.
Name *
Loading
Manage Cookie Consent
We use cookies and other technologies to enhance your browsing experience on our site.
Functional Always active
The technical storage or access is strictly necessary for the legitimate purpose of enabling the use of a specific service explicitly requested by the subscriber or user, or for the sole purpose of carrying out the transmission of a communication over an electronic communications network.
Preferences
The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user.
Statistics
The technical storage or access that is used exclusively for statistical purposes. The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
Marketing
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.
Manage options Manage services Manage {vendor_count} vendors Read more about these purposes
View preferences
{title} {title} {title}
Scroll to top
  • Product
    • Testlify demo
    • White label
    • Science
    • Video interview questions
    • Features
    • API
    • What’s new
    • Integrations
    • Reseller plan
    • Roadmap
    • Certifications
  • Test library
  • Pricing
  • Solutions
    • By industry type
      • IT industry
      • Logistics & supply chain industry
      • Retail industry
      • Recruitment industry
      • Financial industry
      • SaaS industry
      • Energy industry
      • Hospitality industry
      • Health care industry
      • BPO industry
      • Edtech industry
    • By use case
      • Lateral hiring
      • Diversity and inclusion
      • Volume hiring
      • Remote hiring
      • Blue collar hiring
      • Freelance hiring
      • Campus hiring
    • By test type
      • Role specific tests
      • Language tests
      • Programming tests
      • Software skills tests
      • Psychometric tests
      • Cognitive ability tests
      • Situational judgment tests
      • CEFR tests
      • Typing tests
      • Coding tests
      • Engineering tests
    • By company type
      • For startups 
      • SMB’s
      • Enterprises
      • Non-profits
      • Public sector
  • Resources
    • Blogs
    • Join Testlify SME
    • ATS integration
    • Sitemap
    • Ebooks
    • Podcasts
    • Referral program
    • Partnership program
    • Customer success stories
    • Competitors
    • HR glossary
    • HR tools
    • Job description templates
  • About
    • Our story
    • Customer support
    • Our partners
    • Careers