Bring Depth to HR Dashboards: Why Standard HR Data Isn't Enough

In HR, dashboards are an essential tool for providing insight into personnel data. They help visualize key HR metrics such as turnover, absenteeism, and productivity. But despite the increasing popularity of HR dashboards, something fundamental is often missing: depth. Many HR teams are concerned with measuring results without understanding the causes of problems such as high staff turnover or frequent absenteeism.

In this blog, we'll discuss why standard HR data is often insufficient and how in-depth HR dashboards can help you uncover and solve the real causes of challenges.

Chapter 1: What is an HR Dashboard?

An HR dashboard is a visual tool that helps HR teams monitor and report staff data. The most used dashboards provide insight into key metrics such as:

• Staff turnover: The percentage of employees who leave the company within a certain period of time.
• Absenteeism: How often employees are absent due to illness.
• Demographic data: Distribution of employees based on age, gender, and years of service.

This data helps HR teams identify trends and monitor the health of their workforce. HR dashboards are useful because they easily visualize data and make trends visible quickly.

Example of using a traditional HR dashboard

A company with a high absenteeism rate uses an HR dashboard to identify which departments have the highest number of sick reports.

Dashboard focus

While HR dashboards are a good first step in data-driven HR, they often fall short when it comes to uncovering the causes of problems.

Chapter 2: Why Standard HR Metrics Aren't Enough

Standard HR metrics such as staff turnover or absenteeism are valuable in their own right, but they only tell part of the story. They indicate what it happens, but not why it happens. This means that HR teams focus on managing the consequences of these problems rather than addressing the causes.

Issue

High staff turnover, for example, can consume a lot of HR budgets by recruiting, training, and onboarding new employees. But if the HR dashboard only shows the results without revealing the underlying causes, it remains difficult to find effective solutions.

focusses

Standard HR metrics lack the depth to discover, for example, whether the high turnover is caused by a lack of development opportunities, workload, or a poor work-life balance.

Preview

An HR dashboard shows a high turnover rate, but without further analysis, why employees are leaving remains unclear. A deeper insight could show that the lack of promotion opportunities is the biggest factor.

Chapter 3: Adding depth to your HR dashboard with better data

To get the real value of HR dashboards, HR teams need to go beyond just collecting standard metrics. By adding deeper analyses via People Analytics and Predictive Analytics, HR teams can understand the causes of staffing problems and develop proactive solutions.

In-depth analysis

People Analytics helps integrate employee feedback, psychometric data, and performance data into your HR dashboard. This makes it possible to see not only how many people are leaving, but also why they are leaving.

Predictive Analytics goes one step further by predicting which employees are most at risk of leaving, so that HR teams can intervene in a timely manner.

Example of causal relationships in HR dashboarding

A company uses an HR dashboard with People Analytics not only to measure how many people are leaving, but also to find that the lack of development opportunities is the biggest cause of the high turnover.

Chapter 4: The benefits of a deeper HR dashboard for strategic HR decisions

In-depth HR dashboards not only provides insight into staff challenges, but also enables HR teams to make strategic, forward-looking decisions. With the right data, organizations can better anticipate staff turnover, absenteeism, and declining productivity, and develop targeted policies.

Strategic value of a good HR dashboard

Workforce planning

By gaining insight into turnover trends and absenteeism data, companies can plan better for the future, for example by allocating additional resources to departments with a high turnover.

Talent development

With a deeper analysis of employee data, companies can make targeted investments in training or career development to reduce turnover.

Example of an in-depth HR dashboard

An HR dashboard not only shows the workload in different teams, but also analyses work patterns and employee feedback to detect burnout early. This makes it possible to intervene on time and thus prevent failure.

Conclusion

Standard HR dashboards can show you what it happens, but depth in your HR dashboard lets you understand why it happens. By adding deeper analyses to your HR dashboards, you can understand the causes of problems such as staff turnover or absenteeism and make better, strategic decisions based on those insights. An in-depth HR dashboard is not just a measuring tool, but a valuable tool for proactive HR management.

Do you want more insight into the causes behind your HR data? Learn how our advanced HR dashboards go beyond standard metrics and help you make in-depth HR decisions. Request a demo today and experience the difference!

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