Efficiently manage your human resources with the HR dashboard
In human resources management, the HR dashboard is one of the most essential tools. It helps you analyze data, visualize results and make informed decisions. Thanks to precise indicators, you can transform raw information into concrete action. 💪
This type of chart is essential for today's HRDs. Faced with new challenges, it has become a key ally in driving change within the company.
In this article, co-written with human resources consultant Laure Guérin-Taquet, we explore this tool in detail. We'll look at its objectives, how it's used, and of course, how to build it correctly. Ready to discover how an HR dashboard can make all the difference?
What is an HR dashboard?
The HR dashboard is a key tool for managing and steering all HR department activities. It provides a clear, visual summary of HR activities and results.
The elements analyzed often include :
- staffing levels ;
- staff turnover;
- absenteeism rate.
📊 This data is presented in the form of tables and graphs, fed by performance indicators (KPIs). These are carefully defined according to the company's size, sector and strategy.
The importance of the HR dashboard
The HR dashboard is a real ally for human resources, and promises a number of undeniable advantages:
- a quick and concise overview of human resources efficiency ;
- identification of social dysfunctions, whether observed or anticipated;
- a valuable internal communication tool for employees and managers;
- a precise analysis, thanks to reliable figures;
- support for other HR documents such as the BDES, the social balance sheet, or HR reporting.
The HR dashboard thus becomes a genuine decision-making tool. It provides an overview of the company's situation at a given moment. Thanks to this information, HR managers, directors and executives can implement concrete actions adapted to the reality on the ground.
A word from the expert
Beyond the classic HR dashboard functionalities that track key performance indicators, an emerging trend is the integration of predictive analysis to anticipate future human resources needs.
By exploiting statistical models and machine learning algorithms, organizations can now forecast trends such as turnover, training needs or non-compliance risks.
This predictive approach not only enhances strategic planning, but also helps to proactively align human resources with long-term corporate objectives. Adopting this predictive dimension transforms HR dashboards into tools not only for monitoring, but also for active steering, offering a more dynamic and anticipatory overview of future HR challenges.
What are HR indicators?
There are many HR indicators to choose from, depending on your objectives. Here are a few examples. 👉
- Recruitment indicators :
- number of recruitments per year;
- number of applications per position;
- average cost of recruitment, etc.
- Absenteeism indicators:
- average absenteeism rate ;
- breakdown by reason for absence;
- average length of absence, etc.
- Social climate indicators:
- employee turnover rate,
- average seniority,
- number of incidents of incivility, etc.
💡 Not sure which indicators to choose for steering your human resources? Discover our complete list of HR indicators.
How to draw up a dashboard in 3 steps?
☝️ Before embarking on the development of your HR dashboard, it's a good idea to ask yourself several questions:
- Why is it essential for your company to better manage its HR functions?
- Exactly which functions do you want to monitor?
- How often will the data be updated?
- Who will be the users of this social dashboard?
Having said that, let's move on to the next steps.
1. Select the medium for your dashboard
Whether you use Excel or a software package dedicated to human resources management, you'll need to decide which tool to use according to your needs.
Once again, the solution you choose must meet a number of criteria:
- present a pleasant, easy-to-use interface ;
- offer functionalities that meet your expectations;
- visuals that can be understood by as many people as possible.
2. Identify data sources
Where do the data you want to use come from? And how do you feed your HR dashboard with the right data?
In reality, the choice of the right data depends on the KPIs and objectives you've set. For example, data can be collected from :
- your CRM ;
- your accounting software ;
- ERP software, etc.
When it comes to feeding this information back into your dashboard, the procedure varies according to the medium used.
👉 In the case of an Excel spreadsheet, you can perform a file import.
👉 With dedicated software, establish a link between your tool and the selected databases. To do this, you'll generally use an API, enabling you to connect your systems in real time. Once the connection has been set up, the data synchronizes automatically, and you avoid any manual input.
3. Design your HR dashboard
Now all you have to do is design your dashboard!
To do this, first determine how you want to organize your data.
You have three options:
- ✅ So rting by indicator group. For example, in the case of data relating to absenteeism, split the information according to your company's departments: marketing, sales, management, accounting, etc.
- ✅ So rt by level of detail. Again in the case of absenteeism data, divide the workforce according to seniority brackets, for example.
- ✅ So rt by causality. Does the time of year have an impact on the absenteeism rate, for example?
Secondly, it's important to choose the graphics that best represent your information. Opt for :
- curves to show a trend ;
- pie charts to represent a proportion of the workforce;
- bar charts to compare levels.
Example of an Excel HR dashboard
Need a helping hand to create your own HR dashboard? Take a look at our free, customizable Excel HR dashboard template.
It's up to you!
Which tool should I use to create an HR dashboard?
Is an Excel-based HR dashboard a good idea?
While there is a plethora of software for creating HR dashboards, we've just seen that it's perfectly possible to create your own in Excel.
The spreadsheet has several advantages:
- low cost;
- the ability to build a dashboard that can be malleable and modified to suit your needs.
On the other hand, it does have a few drawbacks, and not the least. Creating an HR dashboard in Excel requires :
- a good grasp of the tool ;
- time to modify data.
Which software for your HR dashboard?
If you want to go beyond Excel, here are the software categories you should consider:
- HRIS software (Human Resources Management Information System), which automates all HR management processes, from recruitment to training and analytics;
- business intelligence solutions, perfectly suited to generating dashboards.
Here are just a few examples of tools that will meet your needs, whether global or specific:
👉 HRIS
- Bizneo HR Suite: a comprehensive, modular and scalable HRIS for all types of business. It includes a powerful, customizable HR dashboard, and you can generate reports including over 100 key indicators.
- Cegid HR: this HCM (Human Capital Management) integrates dashboards and analytical functionalities so you always have relevant, up-to-date data. This enables you to make better decisions on your recruitment, skills management and QWL operations.
- Eurécia: an all-in-one, "à la carte", customizable HRIS, Eurécia is just as well-suited to VSEs and SMEs as to larger companies. Configure your different dashboards according to your needs, and manage your workforce more effectively, based on reliable, up-to-date data.
- Factorial: comprehensive, scalable HR software that automates, simplifies and streamlines administrative processes for small and medium-sized businesses, via an intuitive interface. You'll be able to manage your teams more effectively, and make informed decisions via visual, personalized HR tables.
- Nicoka HR: this platform uses business intelligence to combine data and build customizable reports. In particular, it offers tools for analyzing availability and productivity.
- Tellent HR: an all-in-one HR solution for SMEs, it automates the creation of numerous HR dashboards. It provides real-time data on a wide range of indicators (demographics, working hours, absenteeism, recruitment, compensation, etc.).
- Personio: a flexible HR suite particularly appreciated by HR directors and managers in small and medium-sized businesses, it enables HR processes and workforce management to be optimized on the basis of macro or, on the contrary, precise analyses.
👉 HRM software for international companies
- Remote: this is one of the most flexible and secure ways to benefit from global HR services that comply with labor and tax laws in over 60 countries. The employer dashboard centralizes all this activity, from the most important tasks to relevant data on your team
👉 Sof tware for social management
- Emalti-RH: suitable for all company sizes, this solution offers pre-configured social reporting tools with over 150 indicators available, for a downloadable social balance sheet in Excel format. It also supports the BDES, the BSI, dashboards, nominative or consolidated analyses, etc.
- GrafiQ: a complete social control and HR reporting tool, it uses business intelligence to manage data such as the BDES and dashboards. In particular, it offers a Rapport module to help organizations set up the BDES from their DSNs.
👉 Business intelligence software
- MyReport: this business intelligence solution is aimed at SMEs and includes functionalities dedicated to HR data management. Connect your data sources (such as your HRIS) to MyReport, which cleans, qualifies and generates interactive dashboards for you.
FAQ
1. How can I customize an HR dashboard to suit my company's needs?
To customize an HR dashboard, it's important to clearly define your strategic objectives and select the key indicators corresponding to these same objectives.
Depending on company size, departments and data complexity, you can configure different views, filters or even create specific reports.
For example, for an SME, it may be more relevant to focus on simple data such as absenteeism and turnover, while a large organization will require more detailed analyses relating to team performance and talent distribution.
2. What is the ideal frequency for updating an HR dashboard?
Updating frequency depends on your HR indicators and the objective you wish to achieve.
For example, for data relating to absenteeism, a monthly update may suffice. On the other hand, for more dynamic KPIs, such as productivity or employee satisfaction, weekly or even real-time updates are required.
The idea? To maintain the balance between up-to-date data and effective decision-making.
3. Which graphic visualization tools are best suited to an HR dashboard?
To guarantee the effectiveness of your dashboard, opt for graphs that make data easier to understand at first glance.
Pie charts are ideal for visualizing proportions (e.g. headcount distribution by department), while curves are well suited to tracking the evolution of certain indicators over time (such as turnover rate).
Bar charts can be used to compare values between different groups (e.g. performance by team).
Finally, heatmaps are used to analyze complex information on remuneration or skills.