HR Analytics for 2019 and Beyond: Here's what You Should be Tracking

 

HR Reporting 2019

Clients new to HR case management solutions are often thrilled when they can report on the number of HR issues at each of their locations or quickly identify one business area that has a leadership problem. But good HR reporting can give you so much more insight into what’s going on in your organization.

Below are ten HR reporting trends that you should be analyzing in 2019.

  1. Issue Disposition Reporting – Many of our clients are now focused not just on the number of harassment or discrimination cases that arise in their organization, but more importantly how many of these allegations, once thoroughly investigated, were substantiated or not substantiated. Simple case management tools don’t provide organizations the ability to differentiate or report on these differences, but this is becoming a key data element in HR reporting.
  1. Number of Cases Managed per Investigator – Many HR Acuity users are now relying on their HR analytics as justification for additional head count in their organization. Concrete statistics on the number of cases that your HRBPs or centralized investigation team is handling give you the data required to support hiring requests.
  1. Time to Close – Managing all HR issues in a timely manner is important, but how do you know if issues are being resolved quickly or are lingering? With proper HR analytics you can determine not only how long it takes to resolve an issue – but more importantly the time frame from when you were notified about an HR issue to the date any remedial action was taken. It’s interesting to note that some of our clients use this metric for HR performance management and bonuses!
  1. Most Recent Action Taken for All Performance Cases – Performance management is always interesting from an analytics standpoint. You may have employees who start with a verbal warning then move to a written warning or a Performance Improvement Plan (PIP). Having the ability to quickly generate statistics for the latest action taken for every employee on a PIP is invaluable.
  1. Actions Taken by Gender, Race or Even Generation – A quick analysis of the actions taken for similar issues such as performance or tardiness across gender or race should be readily available with your HR case management tool. The robust reporting capabilities in HR Acuity also allow our clients to analyze cases across generations.
  1. Roles and Involved Party History – Analyzing the roles of the involved parties on your cases along with their issue history brings new information to light. It’s important to see the history of cases for the involved parties on your cases – not just the subject of an investigation but also the complainant and any witnesses. One HR Acuity user recently mentioned they love how quickly they can identify “frequent fliers” – employees that keep moving from department to department and raising allegations everywhere they go.
  1. Accommodation Expenses Analysis – Accommodating employees’ needs for flexible work or ergonomic equipment doesn’t always cost your organization money, but it’s important to be able to report on the expenses associated with these accommodations. Expense reporting should always be part of your accommodation documentation.  
  1. Post-Hire and Exit Interview Trends – You spend so much time on-boarding new employees, but do you really know how employees feel about their on-boarding experience? Conducting Post-Hire interviews can help you quickly identify any processes that could be improved. An HR Acuity client that prided themselves on their on-boarding process, complete with a mentoring program, learned after analyzing their Post Hire survey results that new employees frequently ate lunch alone on their first day. Based on this data, they were quickly able to implement a new process to help new employees feel welcome.
  1. Benchmarking Your Case Volume Against Similar Organizations – Comparing your case volume versus other organizations that are similar to yours in size or industry segment is important to understand whether you are experiencing anomalies in your organization. Benchmarking data, now available in HR Acuity, is quickly becoming a critical data analytics star!
  1. Event Based Analytics – Analyzing case volume and any spikes coupled with world events such as the #MeToo movement or corporate events like a blow-out sales team kick-off meeting in Vegas or your annual holiday party is becoming more important than ever. Organizations can use this data to address such issues in a timely or proactive manner.

The Bottom Line

When it comes to analytics, what’s important to one senior leader may not be the same as what’s important to another. Being able to create your own dashboard to quickly analyze what’s important to you is imperative in this era of data-driven results. HR Acuity users love that they can create their own dashboard customized to include their most important charts and graphs to see meaningful data at a glance.

If you're ready to put data to work for your organization, check out our HR reporting and analytics tools.

 

Mimi Larkin
Mimi Larkin

Mimi Larkin is Director of Client Engagement for HR Acuity, a technology solution that combines documentation, process, and human expertise so organizations can meet the challenge of managing employee relations in the modern world. Be proactive. Manage risk. Create a safer workplace.