Looking for HR metrics dashboard examples? Keep on reading then.
Employee engagement has become a hot topic in recent years. Companies are looking for ways to improve their employees’ productivity and overall happiness at work. Employee engagement is a term used to describe employees’ level of involvement and interest in their jobs. The tasks include things such as job satisfaction, motivation, and commitment.
Best HR Metrics Dashboard Examples
In this article, we’ll provide some of the best examples of HR metrics dashboards available today. We’ll also take a closer look at what makes them so effective.
So let’s get started!
1. Executive HR Dashboard
The Executive HR metrics dashboard is a great way to keep tabs on your company’s progress. It allows you to see how well your business is doing in terms of its goals. You can use this information to make adjustments to your strategy and plan.
The tool is handy when it comes to making sure that your company is meeting its HR KPIs. These include things like sales targets, customer service numbers, and other essential metrics. However, one thing to note is that executive HR dashboards tend to focus more on financials than operational ones because most executives don’t have much experience with operations. They rely on financial experts to provide them with accurate reports.
That said, there are still plenty of ways to use this type of dashboard. For instance, you could use it to track the success of particular campaigns or initiatives. You might even want to use it as a way to measure the effectiveness of new hires.
Using the tool would evaluate how well those individuals perform compared to others hired before them. The metrics to include in this kind of dashboard vary depending on the needs of your company. However, it’s always good practice to start with a few standard metrics.
These include things such as:
- Number of employees
- Average salary per employee
- Employee turnover rate
As long as you can report on these metrics in an accurate way, it is best if you didn’t face too much trouble creating a comprehensive executive HR dashboard.
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2. Employee Engagement HR Metrics Dashboard
The employee engagement dashboard is one of the best HR dashboards that help to gauge the overall health of your workforce. Using this type of dashboard lets you see which parts of your company are working and which ones need attention.
As mentioned earlier, this kind of dashboard tends to focus more on financials than operational data. However, it does give you access to a lot of information regarding your employees’ morale and happiness. You can use it to determine whether your company has been successful in improving employee satisfaction.
Another benefit of having this type of dashboard is that it gives you a chance to analyze your company’s policies impact on the work environment.
Most companies will want to include metrics such as:
- Job satisfaction
- Turnover rates
- Complaints received by the management
3. Performance Management Dashboard
The performance management dashboard helps managers assess their team members’ performance. While it may not seem like an essential tool for everyone, when fitted with an applicant tracking system, it becomes pretty helpful. Managers often struggle to evaluate their team’s performance. They also find it challenging to identify areas where they can improve.
The performance management dashboard is an important business intelligence tool that will help you get a better understanding of what’s going on within your organization. This tool will allow you to make changes to your strategies and plans. You should also take advantage of the fact that this type of dashboard provides you with many different kinds of data. One of the best things about this type of dashboard is its ability to show you real-time results.
It allows you to keep up with the progress of your team without wasting time waiting for reports. In addition to providing you with helpful information, performance management dashboards can also save you money.
Because they let you monitor your team’s performance from anywhere, you won’t need to hire additional staff so that you can collect data.
Some examples include:
- Sales figures
- Customer satisfaction ratings
4. Sales & Marketing Dashboard
The sales and marketing dashboard allows HR teams to keep tabs on everything from sales numbers to marketing efforts. It’s important to note that some people refer to this type of dashboard as a CRM dashboard. Regardless of what you call it, though, it’s a handy tool.
In addition to providing you with detailed insights into your sales and marketing activities, it helps you manage your entire business. For example, if you notice that your sales are down, you can adjust your strategy to increase revenue.
If you’re struggling to market your product or service, you can identify why this is happening so you can fix any problems.
Some metrics to include in your sales and marketing dashboard include:
- Sales figures
- Marketing expenses
- Lead generation statistics
5. Human Resources Dashboard
The human resources dashboard is one of the most common types of dashboards used today. It is an integral tool for human resource professionals. The main reason this type of dashboard is so popular is that it offers them a complete overview of all aspects of their department including insight into employee performance. It is an HR analytics dashboard that gives them access to a wide range of information about each member of staff.
One of the best things about the best HR dashboards is that they are easy to create. You don’t need to hire expensive consultants or spend hours working on spreadsheets. All you need to do is log onto your company’s website and start creating your own.
Once you’ve created your dashboard, you’ll have a ton of options.
- Employee engagement scores
- Workplace safety stats
- Salary trends
- Workforce planning
- Staffing needs
- Some of the metrics that you might see included in a human resources dashboard include:
- Employee retention rates
- Payroll costs
- Training costs
6. Employee Retention HR Metrics Dashboard
The employee retention dashboard is another good HR dashboard example. However, instead of focusing on employees, it focuses on retaining them. Because of this, it’s perfect for businesses that deal with employee turnover rates.
One way to measure employee retention is by tracking how long new hires remain at your company. You can then compare this number against previous years to see how well you’ve done. This way, you’ll know whether you need to change your hiring practices or not.
Another metric that you might want to track is the amount of time that employees spend working overtime. If you notice that your staff spends more than 40 hours per week working overtime, you may want to consider changing your policies.
Other metrics that you might see in an employee retention dashboard include:
- Hiring trends
- Turnover rates
- Performance reviews
7. Employee Careers HR Metrics Dashboard
The employee careers dashboard is another popular tool for HR professionals. It is an HR dashboard template that helps managers track the career paths of their staff members.
With this tool, you can have a clear idea of who’s working for your company. This tool is one of the key performance indicators that work by allowing the HR department to monitor the performance of different units within your organization.
As part of your employee careers dashboard, you will also find out which positions are vacant. You can use this data to determine whether there is room for growth within your company. Another benefit of this tool is that it allows you to keep tabs on what skills your staff members lack. If they’re looking for training courses, you can ensure that your company provides these opportunities to its workers.
What are the Most Common HR Metrics You Must Consider?
When it comes to employee engagement, we should put two main factors into consideration:
1) The individual employee
2) The organizational culture
Let’s have a detailed look at how these matter the most:
1. Individual Employee
If employees feel like they’re not being challenged or given opportunities to grow, they won’t feel engaged. Therefore, if your employees aren’t happy with what they do every day, then they might leave. So how can you tell whether or not your employees are happy? The answer lies in the following two questions:
Do your employees enjoy coming to work each day? Are they satisfied with their current position within the company? In addition, it helps them identify trends in data so they can take action.
Now let’s talk about the second factor – the organizational culture.
2. Organizational Culture
Organizational culture refers to the set of values and beliefs held by an organization. These values and beliefs affect everything from hiring practices to compensation packages. For example, some companies believe that employee management must be fair and equal regardless of gender, race, religion, etc.
Measuring these metrics is not easy. It’s for this reason that a company will require an HR metrics dashboard. An HR metrics dashboard is a central location where all your company’s key performance indicators are on one screen. It plays a crucial role in helping managers make better decisions about how they will manage their team.
An employee engagement dashboard is a tool designed to help companies track and monitor engagement among their workers. It provides a single view into the state of engagement across different departments within an organization. The goal here is to find out if there are any areas of improvement or potential issues with employee engagement.
Above we have provided a detailed guide towards the best HR metrics dashboard which you’ll want to keep a track of certain metrics. The important HR metrics that you may want to assess with these dashboard tools are:
- Employee satisfaction
- Career advancement opportunities
- Salary increases
Take a close look at your organization’s needs, and find which segment is that you want to assess. Then, based on that metric, choose wisely the respective HR metric dashboard system to ensure a seamless verification.
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