HR Reporting: What Does it Mean?

Posted by Florida Resource Management on December 7, 2022

Are you familiar with the term “HR Reporting?”

It refers to the ways we develop objective and actionable metrics for all aspects of human resources. In other words, we can take any human element within your business, define and quantify it, then report (with hard data) whether it’s improving or declining. Examples of this include employee job performance, retention rates, and revenue-per-employee figures.

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What are some other types of HR reporting?

HR Reporting Types

  1. Recruitment & Onboarding Reports
    • One form of personnel reporting involves the early very first stage of employee development: recruiting and onboarding. Florida Resource Management can help you track and gauge the effectiveness of your recruitment efforts, and provide you with comprehensible data to guide future decisions. Common metrics include the average cost to hire someone or the average time to hire.
  2. Employee Attendance Reports
    • Unless your business has perfect attendance, you may need to track and manage when your employees show up to work. Of course, there are certain layers of complexity, which is why you’ll need to monitor sick time, leave of absence (including FMLA), and other components. 
  3. Performance Reports
    • If your business depends on several people performing their jobs well, then you’ll need to generate performance reports. We tailor these to match your business’s specific performance goals. For example, a call center business might track performance by measuring how long a customer service employee takes to resolve inbound calls. Don’t forget that your disciplinary report system also fits into this strategy. It’s vital to track and measure disciplinary frequency, especially in larger businesses. 
  4. Retention Reports
    • It's also essential to keep a close eye on employee retention rates. Along with simply analyzing turnover rates, you can collect qualitative exit-interview information such as employees’ reasons for departing. Retention and turnover reports can also cross-tabulate with your recruitment reports to help you see how much it costs to replace former employees and train new ones.
  5. Further Training Reports
    • It’s also easy to quantify and analyze the results of your ongoing training efforts. This can be as simple as finding out how many employees attended specific training or how much each hour or training cost per employee. Finally, you can develop ways to determine if training sessions yield results for job performance, improved workplace safety, or other critical development needs.

These are five of the most common HR reporting systems you might need for your business. Of course, you can learn about many other valuable metrics and reporting components when you hire the consulting services of Florida Resource Management. Call us anytime to find out more about this topic and our other services at 941-343-6160.

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