dashboards provide a platform to do that and to share the data as well. murriner says that dashboards can be extremely useful in understanding the commitment and dedication of team members. another way to think about kpis in the hr realm is in terms of past and future. if you set a kpi one year to track and focus on employee retention and find that retention is improving, you may not focus on that kpi the following year, although you would keep an eye on it so you don’t lose ground.” limiting the number of kpis to track on dashboards is a best practice —and is often a challenge. in the next section, you’ll find hr dashboard excel templates for you to download and modify as needed. use this template to show the total benefit package by employee for the year, and how much of the cost was picked up by the company. use this template to know the average rate of absenteeism by employees and customize it to suit your needs.
once you have the number of ftes, you may decide to change the number of workers or the number or hours worked in your organization to assess trends and achieve revenue or employee satisfaction goals. this template is designed for monthly monitoring and can be adapted to your needs. this template can provide a clear picture of the economic value provided by your team by month and by year. this metric is determined by the difference in percentage of promoters and detractors. the onboarding process can take up to a year, depending on the role and organizational needs. “i focus on the value and benefit of the hr dashboard for the individuals whom i want to adopt it. “the next evolution of hr sentiment surveys and dashboards is taking a more bottom-up approach to preventing issues from manifesting in the first place.
this is a metric to keep under your watch because a high absenteeism rate will really harm your finances and your business in general, so digging into the potential causes and reasons for absenteeism is a must-do. another metric that you can track on your hr dashboard template and that is linked to the previous ones is the average overtime hours worked by your employees. the goal is of course to find the right recruitment approach, the one that gives you the best candidates at the lowest cost; and the next step will be to invest in that recruiting source.
the talent satisfaction in this hr analytics dashboard is measured through the net promoter score (nps) and analyzed through the different lengths of time with the company. as you could see, with the help of our hr metrics dashboard we have identified some points that could need improvement and additional adjustments in your hr strategy. it is a gain of time and money, once again, and what you have not spent hiring externally can be smartly reinvested in providing extra training to the employee moving internally, because it is always needed and welcomed.
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