10 Valuable Dashboard Features to Look for In Your Next HR Software Platform

Turnover. Retention. Cost. Productivity. These and other key performance indicators (KPIs) are windows into your HR operations, and they put you in the driver's seat by telling you what's happening at any given moment. If one of these metrics is higher or lower than it should be, you need to know. 

As an HR professional, the only way you can optimize essential operations like recruiting, performance management, and employee interactions is to keep this data front and center. And that’s why dashboards are key to HR management.

Dashboards give you a real-time view of what’s going on in your workforce so you can deliver insights to stakeholders and make better decisions for your department.

Need to know your cost-per hire? Looking for the stats on gender diversity in specific departments? Want to know how many overtime hours are being clocked each week? 

There’s a dashboard for that.

We know that the number of software options available on the market can be overwhelming, however. That’s why we’ve put together this overview of what dashboard capabilities you should look for when you’re considering an HR software platform.  

Here’s our top ten list.

1. Customization– This is perhaps the most important feature you’ll need. Fortunately, it’s also fairly standard for major HCM software providers. You should be able to customize the data displayed on your dashboard so that you see the KPIs that matter most to you.
   
   
2. Drill Down– If you want to drill down deeper into a specific data point, the software should make it easy to do so. For example, if you’re looking at gender diversity for the organization as a whole, you may want to drill down and see numbers for specific departments or teams. Look for software that can break down those numbers for you so you can see both the big picture and the details.
   
   
3. Filtering Options – Filtering data in different ways helps you gain new perspectives and bring out different aspects of the data. Some software platforms offer as many as fifty filter options to create useful visualizations of your data. Consider how easy filters are to use, whether the filtered view remains in place when you navigate away, and how many filters you can apply.
   
   
4. Predictive Analytics– Historical data is essential for gaining a clear understanding of your current workforce, but future projections are equally vital for strategy and planning. Predictive analytics uses your historical data to forecast things like employee performance, costs, and hiring data. Look for software that visualizes these forecasts, making them accessible at a glance.
   
   
5. Mobile Capabilities
   If you prefer to have mobile access to your data, be sure to ask what mobile options are available for the software you choose. Some platforms provide access to dashboards through a mobile app, while others may offer remote access without an app.
   
   
6. Role-Based Access
   Restricting data access based on role can be an important way to protect privacy and sensitive information while also streamlining access for those who need it. This makes it easy to assign rights when new employees join your team and to keep data secure.
   
   
7. Multiple Data Sources
   If you use a single system of record for your HR data, you may not need to access multiple data sources. However, there are many instances when this feature might prove useful (if, for example, you use a separate payroll system or you want to pull in information from a social media platform). Whether you think you need it or not, this capability may be worth considering since your needs may change in the future.
   
   
8. Drag-and-Drop
   This is a practical capability that will make setting up your dashboard much simpler. With a drag-and-drop interface, you can easily add charts, graphs, and widgets to the page to display your data in the format that works best for you.
   
   
9. User Interface
   An easy-to-use interface can take a lot of the stress and frustration out of setting up and maintaining your dashboard. Look for a variety of visual elements beyond simple charts and graphs. The more flexibility and variety you have in your options, the easier it will be to present your data in a format you can absorb at a glance.
   
   
10. Branding
    Last but not least, ask whether the software can incorporate branding elements. Branding your dashboard helps support your internal culture and serves as a bridge to company goals and objectives. Changing colors, adding a logo, and customizing text can all help align your dashboard with your internal brand.
    
    

Most HR software platforms will include dashboards to help you manage your data, but they're not all equally as effective. As you reasearching vendors, don’t forget to ask detailed questions about the functions available in each module of the software. When you find one that clicks, you’ll be well on your way to better HR experiences.

 

Ready to buy new HR software? Check out our comprehensive Buyer’s Guide!

 

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