3. Performance Management Reports
Performance Management by itself is often taken care of and measured by a special team in big organizations to make sure we evaluate employee rights and they are rightfully compensated based on their performance. But that does not mean a small company or a growing company should not have its HR team measure their employee’s performance, it is better to start it early, is it not?
Some common parameters expected to be measured when evaluating performance are
The Ratings Of The Employees,
Time To Be Productive,
No. Of Hours Put In And Revenue,
Their Goals And Performance, Along With Improvement And Stretch Hours,
Peer Reviews Etc.,
You can again do this based on levels, locations, departments, roles, etc., For example, you can measure the performance of all your product marketers to understand how product marketing is working in your organization.
4. Compensation Reports
Compensation paid to your employees is mostly taken care of by your finance team, yes. But the HR team is responsible for Payroll. They need to decide which group or pay level each employee belongs to how their compensation works, which are all part of the measuring they do.
To understand compensation, you need to maintain some reports such as salary reports, appraisal reports, paid time-off reports, Overtime compensation, and dues reports, shift compensation, deductions, and financial reports based on each filter or criteria.
5. Timeoff Reports
One of the crucial reports every HR team definitely has to maintain is Timeoff Reports. Knowing how much Time off is consumed is very crucial to manage the company culture in the right way. Without recording and analyzing it, chances are you might miss an absenteeism pattern or maybe a hole in your time-off policy that is probably reducing the productivity of your employees as they work without enough time-offs.
Analyzing Time Off using reports helps you to revisit your Time-off policy often until you finally arrive at the best version of it. You can ensure your employees are getting the rest they need, while your company also gets the right ROI for its policy.
Some parameters one should definitely include are time off request rates, time-off approval rates, monthly/yearly/quarterly time off rates, location/department based time-off requests, cost of time off rates, etc.,
6. Onboarding and Offboarding Reports
We are just getting started to see that Onboarding and Offboarding are crucial HR functions. Organizations have come to realize its importance in maintaining high retention rates and employee satisfaction rates, which ultimately improves the employer brand. Ensure you measure your onboarding and offboarding process, take necessary surveys to understand the feedback of your employees, and analyze it well using reports to improve both the processes.
Feedback on the Onboarding, Pre-onboarding drop-off rates, Post 90-days drop off rates, retention rates, training spend per employee, ROI on each employee are some important items to measure here.