HR analytics software represents the process of gathering and analyzing employee data to improve the business outcomes. Learn why data-driven decisions in the HR department are essential for the successful management of your people with an automatic software. It includes everything from headcount, age, tenure and more.
Gain access to insights to identify the state of your organization. Our software provides valuable insights across the workplace that can give to your business leaders real-time analysis.HR analytics dashboard
In today’s world, so much of the data available within your business is pretty much lost. We want to facilitate that by measuring and providing the insights as part of an HR dashboard that continuously provides analysis, and metrics to help you make better decisions.
Talent is the most critical catalyst for growth within any business. Now you will be able to surface essential insights, spot absenteeism, and prevent burnout much easier.
When it comes to business continuity, you will understand how to allocate human capital better and plan your business's future.
LeaveBoard offers you the possibility to understand the headcount and its distribution among its offices and teams, plus much more. Its core HR software helps companies to tackle easter administrative aspects across the organization.
By using the power of employee-generated data, you eliminate gut feelings and welcome trusted decision-making. Using innovative ways to approach HR creates a solid organizational culture that the workforce will enjoy and will make your business more resilient over time.
By identifying early inefficiencies within people management and optimizing leave management, you gain an improved return on investment (ROI) since absences are costly to the business.
Lastly, you will have available at any time the demographic information about your employees including future birthdays and work-anniversaries.
The HR analysis software is consolidating employee data into a centralized database that provides in real-time the current headcount, structure (offices and teams). Moreover, the HR leaders can use the filters to make a more granular analysis ie only the offices in Australia or only the sales and marketing teams. In this way, you can compare, review key indicators, and optimize headcount.
With a bit of extra work, you will be able to benchmark the current situation with your hiring plan, or might discuss the current situation with the management and brainstorm about recent evolution and future scenarios (reduction, or new hires). You might prioritize some teams that are highly important for the company.
With the insights generated, creating headcount fiches to discuss them with the team managers about what is their growth forecast in the next quarters, and discuss the status of the people in your team (maybe some will leave, others retire, or you might have people going for sabbaticals or take maternal/paternal leave). Such movement/availability of the personnel is relevant and important to be discussed so that you can keep the business continuity.
The work anniversaries are a great element when considering promotions and offer a reminder for when employees should embark on new performance reviews or career satisfaction with the management.
Insights into current personnel and demand from the team leaders are much needed in order to create a better headcount plan, discuss the impact on the org chart, and also on the payroll budget.
Don’t forget to consider what is the management/subordinates ratio or managers/direct reports. Because you don’t want to overload some people and create a sense that of unfair treatment.
In your next meeting with the CEO or CFO, on the headcount report, such information will be impactful. Actual numbers, provide real value if there is no discrepancy between reality and the information within the database. Think about the future, not the present or the past, what needs to be addressed, and how the management can help, in a not-boring fashion.
Frequently asked questions
HR analytics is the application of statistics, modeling, and analysis of employee-related factors to improve the business outcomes.
In other words, HR analytics refers to the analytical approach of all the HR processes in hope of finding the weak points of the employees’ performance as well as improving those aspects and thus getting the best return on investment.
The workforce in small and medium businesses is generating more data, but at the same time, most of this data is scattered across paper, emails, and spreadsheets. LeaveBoard offers the capability to turn people data into valuable insights and gain the advantage of it:
Find below, 10 advantages provided by having access to HR analytics software:
Get better decisions with HR Analytics Software
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