Top 10 HR Reports for Management

A human resources (HR) report is a comprehensive analysis of workforce-related data that presents key metrics and trends in a clear, actionable format. These reports provide executives and HR professionals with data-driven perspectives on various aspects of human capital management, such as talent acquisition, workforce planning, talent management, and compensation planning.

Additionally, these comprehensive reports help HR managers evaluate the impact and effectiveness of their HR practices. They also show whether these practices align with their organization’s goals and values, and whether they contribute to the company’s overall success.

This article explores the 10 most common HR reports for management, along with key metrics to use and samples to guide you.

1. Headcount Report

A headcount report provides a snapshot of an organization’s workforce composition and distribution. It typically includes the total number of employees and breaks this down by various categories, such as department, employment type (full-time vs. part-time), and sometimes demographics. Key metrics often include:

• Total employee count
• Departmental breakdowns
• Full-time equivalent (FTE) numbers.

The report offers insights into workforce trends, helping identify areas of growth or contraction, potential skill gaps, and alignment with business strategies. It’s a vital tool for resource planning, budgeting, and strategic decision-making in human resources and across the organization.

Sample Headcount Report

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2. Turnover and Retention Report

According to Gallup, employee turnover costs businesses between 40% and 200% of an employee’s salary, depending on their position. A turnover and retention report can help prevent attrition by providing crucial insights into employee movement within an organization. It tracks how many employees leave (turnover) and how many stay (retention) over a specified period. Key metrics typically include:

• Voluntary turnover rate (employees who choose to leave)
• Involuntary turnover rate (terminations)
• Overall turnover rate
• Retention rate.

The report often includes average employee tenure and may break down turnover by departments, roles, or demographics. It might also estimate turnover costs, including recruitment and training expenses for new hires.

Insights from this report can reveal patterns in employee departures, effectiveness of retention strategies, and potential issues in specific areas of the organization. It’s valuable for identifying trends, predicting future staffing needs, and developing targeted retention initiatives.

Sample Turnover and Retention Report

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3. Recruitment Metrics Report

A recruitment metrics report provides a comprehensive overview of an organization’s hiring process and effectiveness. It typically includes key performance indicators that measure various aspects of recruitment, from sourcing candidates to onboarding new hires. Common metrics include:

• Time-to-fill (average time to fill a position)
• Cost-per-hire (total recruitment costs divided by the number of hires)
• Source of hire (which channels are most effective)
• Offer acceptance rate
• Application completion rate

The report may also track metrics like candidate experience scores, diversity of applicant pool, and quality of hire. These metrics offer insights into the efficiency of the recruitment process, the effectiveness of different sourcing channels, potential bottlenecks in hiring, and the overall health of the talent acquisition function.

By analyzing these metrics, organizations can optimize their recruitment strategies, improve candidate experience, and ensure they’re attracting and hiring the right talent efficiently.

Sample Recruitment Metrics Report

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4. Attendance and Leave Report

An attendance and leave report is a document that provides an overview of the employee presence and absence patterns within the organization. It tracks key metrics related to workforce attendance, including:

• Hours worked
• Absences
• Lates
• Early time-offs
• Different kinds of leaves, such as sick leave or vacation time

These figures help businesses understand how effectively they’re using their human resources and can highlight areas that need attention. For example, high absenteeism rates might indicate low morale or health issues among staff, while excessive overtime could point to understaffing or inefficient work processes.

Sample Attendance and Leave Report

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5. Performance Review Summary

This type of human resource management report captures the overall assessment of an employee’s work over a specific period, typically a year. It combines feedback from managers, peers, and self-evaluations to provide a comprehensive view of the employee’s strengths, areas for improvement, and progress towards goals. Key metrics often include:

• Goal achievement
• Productivity
• Work quality
• Teamwork
• Adherence to company value

These metrics are usually rated on a scale and supported by specific examples. The performance review summary serves as a valuable tool for both employees and organizations. It guides professional development and helps managers make informed decisions about promotions, salary adjustments, or training needs.

Sample Performance Review Summary

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6. Compensation and Benefits Report

A compensation and benefits HR report provides an overview of the organization’s pay structures and perks. It typically includes information on salary ranges, bonuses, health insurance plans, retirement benefits, PTOs, and other forms of compensation. Key metrics in this report often include:

• Average salary by job level
• Total compensation ratios
• Benefits utilization rates
• Comparison to industry benchmarks

Insights from these metrics can reveal trends in employee preferences, highlight potential pay equity issues, and identify areas where the company’s offerings may need adjustment to remain competitive.

Sample Compensation and Benefits Report

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7. Training and Development Report

This type of HR report for management gives an overview of an organization’s learning initiatives and their impact on employee performance and business outcomes. It typically includes data on training programs conducted. Key metrics may include the following:

• Participation rates
• Completion rates
• Number of training hours per employee
• Training cost per employee
• Return on investment of training programs

The insights from these metrics can reveal trends in skill development, highlight popular or effective training methods, and show how training initiatives align with company goals. By analyzing these data, organizations can effectively create future training strategies, resource allocation, and potential areas where additional support may be needed to enhance employee capabilities and overall performance.

Sample Training and Development Report

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8. DEI Report

A Diversity, Equity, and Inclusion (DEI) report outlines an organization’s efforts and progress in creating a more diverse, equitable, and inclusive workplace. It typically provides data on workforce demographics, hiring practices, promotion rates, pay equity, and employee engagement across different groups. This report helps leadership and stakeholders understand the current state of DEI within the company, track improvements over time, and identify areas that need more attention or resources.

Key metrics of a DEI report often include:

• Workforce diversity percentages (by gender, race, age, etc.)
• Representation in leadership roles
• Pay gap analysis
• Retention rates for underrepresented groups
• Inclusion survey results

Through these metrics, organizations will be able to see patterns of bias and successful initiatives. It can also reveal whether their DEI efforts align with business performance.

Sample DEI Report

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9. Employee Engagement Survey Results

An employee engagement survey provides a snapshot of workforce sentiment and organizational health. It also offers insights into what drives employee engagement within the company, highlighting strengths to build upon and areas needing attention.

Some key metrics to include are:

• Overall engagement score
• Job satisfaction
• Absenteeism
• Employee net promoter score (eNPS)
• Employee performance
• Workload balance
• Personal productivity insights

Here’s a guide to help you how to create an employee engagement survey and some sample employee engagement questions you can use.

Additionally, incorporating new hire and exit survey data into an employee engagement report provides a more comprehensive view of the employee lifecycle. The new hire survey data can offer insight into how well the organization is setting up new employees for success. Meanwhile, the exit survey data can highlight recurring issues that may be affecting retention and engagement across the organization.

Sample Employee Engagement Result

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10. Payroll Compliance Report

To find out whether an organization adheres to various payroll-related laws, regulations, and internal policies, a payroll audit needs to be conducted regularly. It typically covers areas like wage and hour compliance, tax withholding and reporting, benefits administration, and record-keeping. Key metrics in a payroll compliance report often include:

• Error rates in payroll processing
• Timeliness of tax payments and filings
• Accuracy of employee classifications
• Time to run payroll
• Completeness of required documentation

By analyzing these metrics and insights, companies can proactively address compliance gaps, streamline payroll operations, and maintain positive relationships with employees and regulatory agencies.

Sample Payroll Compliance Report

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Tips for Writing an HR Report

A well-written report can provide valuable insights, guide decision making, and drive strategic HR initiatives. Whether you’re a seasoned HR professional or new to the field, these six tips will help you create impactful HR reports that will resonate with your audience.

1. Ensure data accuracy and reliability

The foundation of any good HR report is accurate, up-to-date data. Implement rigorous data collection and verification processes. Cross-check information from multiple sources when possible, and clearly state the data collection period. Unreliable data can lead to misguided decisions, so prioritize data integrity throughout your reporting process.

2. Know your recipients

Tailor your report to its intended readers. For example, C-suite executives might need high-level summaries, while department managers may require more detailed breakdowns. Understanding who the recipients are helps you present information at the appropriate level of detail and use the right terminology.

3. Use data visualization

Transform complex data into easy-to-understand visual formats like charts, graphs, and infographics. Visual representation can make your report engaging and accessible to readers with different analytical skills. Use an HR software solution that has pre-built reports and customizable dashboards, which can streamline your reporting process and ensure consistency.

4. Provide context and analysis

Don’t just present raw data. Offer interpretations of what the numbers mean for the organization. Compare current data with historical trends or industry benchmarks to provide context. Your analysis should help readers understand the implications of the data and guide decision-making.

5. Keep it concise and structured

Organize your report logically, using clear subheadings. Start with an executive summary highlighting key findings. Use bullet points and short paragraphs to improve readability. Remember, a concise report that delivers key insights is often more valuable than a lengthy, detail-heavy document.

6. Include actionable insights

Conclude your report with clear, data-driven recommendations. These should directly address the report’s objectives and provide practical next steps. Ensure your recommendations are specific, measurable, achievable, relevant, and time-bound (SMART) to facilitate implementation and follow-up.

HR Reports for Management Frequently Asked Questions (FAQs)

What is included in a monthly HR report vs. an annual report?

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How often should HR reports be generated?

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Who should have access to HR reports?

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