How HRIS reports add to your strategic value
What HR wants and what the rest of senior management wants is not always the same thing. I have known CEOs who want nothing more than five or ten flash points from which they can richly infer the status of the corporation. There’s some real talent in that!
But, it does seem that the larger the organization the more the other decision-makers want from the available data. It’s one of HR’s jobs to manage their HRIS mine to give them what they want and how they want it. Here are the four primary report areas your system should be generating:
- People focused reports sort, plot, and chart the data usually associated with legacy Personnel Departments:
- Birthday and Employment Anniversary records
- Recruiting and hiring logs
- Performance and training calendars
- Benefits eligibility and benefits enrollment
- Employee directory of names, addresses, phones, emergency contacts, and so on
- Compliance data – Affirmative Action, EEOC, Car Pooling, I-9, and more
- Work focused reports contain the information in data on individual employee’s work:
- Credential and work assignment correlation
- Training completion and quality performance regression analysis
- Performance assessment and development
- Work-related discipline and corrective action
- Bargaining unit detail: seniority, job assignment, member count
- Finance focused reports hold keys to business’s financial performance:
- Time and attendance reporting
- Payroll process and distribution
- Tax and benefits withholding and reporting
- Payroll registry and reconciliation
- Compensation plan: history and strategy
- Outcomes focused reports integrate data to produce summary data for the operations team and other stakeholders privileged to the confidentiality of the information:
- Attribution of employee turnover and its costs
- Data on current and future talent management
- Correlation between cost and productivity of FTEs across the organization’s sectors
- Data reflecting corporate culture and quality outcomes
- Costs and efficacy of mandated benefits and corporation—sponsored benefits
If HRIS data is not being used in its entirety, it’s because users are ignorant of its potential or reluctant to explore its possibilities. If HR is not producing the reports you want, it may be because you are not asking the right questions.
Human Resource Management is control central for maximizing HRIS reporting outcomes. It is a show of leadership to educate your peer and senior managers on the potential and on how they can request the best of what you can supply. Before they ask for what the system doesn’t do, show them what it does best. Work with your HRIS vendor to create templates for various functional needs, and help them appreciate your strategic value.
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