What Data Should HR Track?

What data should HR track in the office? This is one question that often haunts Human Resources departments. Often they struggle to define “what data should HR track?” When considering what data to track, two main categories are at the top of the list. While both play an important role HR’s need to know what they are tracking and what information they need to manage, there are different types of data that are needed for each category.

Work Time HR tracks actual hours of work time. If an employee is working more hours than the policy allows HR will want to know how many extra hours are being worked. Work hours can include overtime or part-time work depending on the policy. In addition it will include holiday pay and any sick days an employee may accrue.

Holidays What employees are paid for? Holidays are very important to most people and often holidays are the busiest time of the year. To what extent should HR track holidays? Holidays include bank holidays, paid holidays and even annual leaves. Holidays are a good way to avoid the “work holiday” crunch.

Annual Leave All employees are entitled to a certain number of annual leave days. If employees use up their annual leave before the date they are due to return it’s a bonus. What if the employee doesn’t use all their annual leave days? Again HR needs to know. Should the number of unused days be tracked?

Job Titles What data does the HR department require me to track? Like what data does the administration need to manage payroll? Data needs to be tracked in order to perform statistical analysis and determine salary requirements. Data needs to be tracked in order to justify bonuses, promotions and training costs.

Performance An important role in the department is the Performance Management section. What data should I track? The Data Needs section helps to understand departmental goals and objectives. The Data Needs section tracks departmental performance against defined criteria. Goals and objectives must be quantified, stated and monitored regularly. The Data Needs section ensures the department has the required data to meet its goals.

What Data Should Hr Track?

Benefits What data should HR track? HR must understand benefits to the organization. Benefits may include the reduction of cost, improved morale, retention and productivity. What data should HR track? Benefits include the achievement of individual departmental goals and objectives.

Performance Data When employees go to their supervisor or manager they often request information about what data the department requires them to track. HR must understand the significance of the data. HR must track the data objectively and timely. Performance should be reviewed periodically to determine if the performance review measures are adequate. The data that HR monitors should allow the employee to assess their own job performance and progress, and allow the department to monitor performance against defined metrics.

Performance and Development If there is a performance problem employees should be able to report this information and suggest changes that the department can implement. Performance feedback and development plans should be developed to ensure employees are meeting departmental objectives. If an employee is not meeting performance goals they should be provided with instructions, encouragement and feedback on how to improve. Employees are often motivated by their direct relation to the outcome of a particular activity.

Training Organisations Many organisations offer courses, seminars or workshops that provide employees with the knowledge and tools to track what data should HR track. Employees should be provided with the information they need to assess their own performance. There is no point reviewing all the data provided in the employees’ own performance report if they are not benefiting from it. The HR department should track the courses that are run and attend them as part of the employees’ performance improvement process. It is important to track what data is needed by the HR department to make sure all the data is being used. If training is required to teach employees how to use the data then this needs to be tracked also.

Analytics Many organisations employ analytics in order to better understand their customer’s needs and make them better services. Analytics can help HR to understand what their customers want from the company and how the business can meet these needs. There are many forms of analytics available and one of the most popular is customer insight reports. These reports allow the organisation to see what the customers need and how the business is meeting these needs. This allows the business to develop strategies to work alongside the customer to make them more effective. Data what HR track what data is provided to the analytics department to ensure the analysis is accurate and up-to-date.

HR needs to monitor what data is being used and analyse the data to determine what actions to take. There is no point in the HR department tracking everything that is entering the system when it could be tracking less important data to help improve the efficiency and effectiveness of the system. HR needs to monitor what is being tracked and report back to management. This will allow the organisation to see what is working well and what needs to be improved.