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24 metrics your C-suite expects your human resource management software to report on | Ettie Holland

One of the benefits of human resource management software is the control and visibility it gives over your people data. But among hundreds, if not thousands, of people metrics, what should your HR systems report on? Here are 24 metrics we typically see C-suites asking for most.

Rewind 10 years or so, and many organisations still relied on pen-and-paper or Excel-based systems for managing HR. Slow, clunky and hard-to-access (especially remotely), these approaches left HR with little time for much other than collecting, reconciling, updating, and searching for data.

Today, HR teams can achieve dramatically more with their people data. But ‘can’ and ‘do’ aren’t always the same thing.

Although any HR software is a step-up from these outdated methods, not all human resources management software enables the same level of data mastery. At its best, data is an invaluable strategic asset.

Let’s explore the metrics we often see C-suites asking HR teams for – first the fundamentals, then more sophisticated reports that power advanced modelling and forecasting.


13 fundamental metrics that your human resources software should be reporting on


1. Headcount

HR software should make headcount reporting super simple and fast, especially if you’re using cloud-based software that’s easily managed and updated.

Granular, up-to-date headcount data helps the C-suite understand the organisation’s size, growth rate, and capacity to scale. It can also inform decisions…

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