Turn HR information into clearer workforce decisions.
Bring workforce information into views that help HR teams, managers and leaders understand what needs attention. Reduce manual report preparation and build a shared understanding of the figures behind your decisions.
Spend less time assembling reports. More time understanding them.
Reports assembled manually
- Figures are gathered from separate spreadsheets and exports.
- Different definitions make reports difficult to compare.
- Teams spend time asking for context before they can act.
A clearer workforce picture
- Bring relevant HR information into a defined reporting process.
- Agree measures, time periods and the population behind each figure.
- Give each audience the context needed to decide what happens next.
Useful reporting starts with clarity.
Less report preparation
Make recurring workforce questions easier to answer, reducing the need to rebuild the same report each time.
Consistent measures
Define what each metric includes, so teams can compare information and understand why figures change.
Relevant insight for each role
Shape reporting around the decisions HR, managers and leaders need to make, with the appropriate level of detail.
Where is absence affecting availability?
Review leave, sickness and working-time information to understand the picture across an employee group. Give HR and managers a starting point for conversations about availability and cover.
- The question: where does the team need closer attention?
- The context: review the relevant people, dates and recorded information.
- The next step: investigate the detail before deciding on an action.
Which deadlines need attention?
Use deadline views to bring approaching dates into focus, including probation periods, contract end dates and outstanding leave requests. Help the responsible person identify what needs following up.
- The question: what is approaching or waiting for attention?
- The context: understand the relevant record and who needs to act.
- The next step: assign a follow-up and review progress.
Where are development needs emerging?
Use training information to support a discussion about priorities, skills and the next development activity.
Where does recruitment need attention?
Review recruitment information to identify which part of the hiring process needs a closer look.
What does the wider workforce picture show?
Consider employee, team and organisation-level views when deciding what your regular reporting should cover.
Turn information into a decision, then follow it through.
A useful dashboard is one part of the process. Start with the underlying records, make the figures understandable and give the next action an owner.
Collect HR data
Start with the relevant employee records and operational HR activity. Check the scope and quality of the information.
Define the measures
Agree calculations, time periods and who is included, so the figures answer the intended question.
Review the right view
Present the information at the level of detail the audience needs, with suitable access to the underlying context.
Act and follow up
Use the findings to agree a next step, assign responsibility and review what has changed.
Understand what sits behind the figures.
Start with the reporting available for your selected HR modules. Identify where configured views or a Power BI dashboard would help answer an additional question. We will distinguish the standard capability from any extra configuration, data connections or licensing required for your proposed setup.
Define your reporting setup.
A clear reporting brief gives everyone a shared understanding of what the dashboard shows and how it should be used.
- Sources: which records and systems supply the information.
- Measures: definitions, filters and reporting periods.
- Freshness: when information is updated and what delays may apply.
- Access: who can view the report, its detail and any shared output.
Your HR reporting questions, answered.
Which reports are available?
Reporting covers areas such as working time, absence, recruitment and training, alongside deadline monitoring. The relevant reports depend on the modules and configuration in your setup. A demonstration can identify which standard views answer your priority questions.
Can reports be adapted to our measures?
Do we need Power BI for every report?
How often does the information update?
Who can see confidential workforce information?
Can reporting include operational or finance information?
Ready to see HR Management 365 in action?
Book a practical demonstration based on your Microsoft environment and current HR processes.