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Dashboards are a universal tool that can be used in any area and any department of the company. HR professionals are active users of dashboards.

HR Dashboard is a business intelligence tool that allows the HR team to track, analyze and report on key metrics. Interactive dashboards provide the ability to combine data from different systems and explore the data. This allows the HR team to quickly find the information they need to improve recruitment, optimize workplace management, and increase employee productivity.

Examples of HR dashboards:

1. Management dashboard – a tool for department heads to quickly view and analyze critical indicators in one place;
2. Staff performance dashboard displays employee performance indicators to understand and analyze staff performance, satisfaction and progress;
3. Employee development panel displays indicators of the personnel training process (percentage of training completion, number of hours, costs, etc.);
4. Demographic dashboard helps to understand the demographic characteristics of employees, analyze their age, gender, location, ethnicity, and maintain a diverse and balanced workforce;
5. Salary comparison panel allows to explore and conduct a deep analysis of personnel compensation data, taking into account gender, position in the company, tenure, etc.

Key benefits of the HR dashboard:

• Full interactivity;
• Data combination from all HR analytics sources;
• Advanced analytics;
• Automatic notifications and reports (setting up automatic sending of notifications and reports to all concerned parties);
• Access to the information panel from any device;
• Easy data preparation.

The right set of key performance indicators contributes to a faster and more informative analysis of staff work. The following indicators should be taken into account:

• Personnel management (absence rate, outsourcing ROI, open/closed complaints, highest productivity time, internal mobility, employee composition by gender, experience and tenure, manager quality index, employee satisfaction level, return on investment in training, etc.);
• Remuneration (rate of operating expenses for personnel; labor cost, percentage of income from labor costs, percentage of labor costs, payback of human capital, etc.);
• Recruitment (recruitment quality, vacancy rate, staff churn rate, retirement rate, external recruitment rate, recruiting funnel metrics, recruitment costs, employee retention rate, etc.).

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