7 Powerful HR Dashboard Examples: Best Practices for Leaders

According to Forbes, six out of ten HR leaders believe that magnifying their management team’s effectiveness is foundational to improving the future of work. If helping your team work smarter and more effectively is on your 2024 agenda, you need to leverage the power of human resource dashboards.

Like many organizations, your business undoubtedly collects a wealth of employee and performance data. However, without an HR dashboard, all of this actionable data can get lost in the chaos of overseeing day-to-day operations.

A human resources dashboard provides HR personnel with a single source of truth for reviewing important data and staying connected with the workforce.

Not sure which type of HR dashboard is the best fit for your business? Check out our list of HR dashboard examples so you can make the most of this powerful reporting tool.

What Is an HR Dashboard?

An HR dashboard is a reporting and analytics tool that provides real-time insights into employee performance, recruiting efficacy, turnover, and other relevant business metrics.

This HR reporting tool excels at offering human resources personnel actionable information at a glance, eliminating the need to hunt down obscure reports or spreadsheets.

While many of these tools are configured as employee dashboards, you can also customize your display to highlight the impact of HR. More importantly, your human resources personnel can better understand where they’re excelling, what they need to do better, and how they can support big-picture organizational goals.

What Are the Key Capabilities of an HR Dashboard?

There’s a wide array of human resource dashboards available, from simple tools that track employee attendance to more robust options that feature a wide range of customization options.

If you want to get the most bang for your buck, it’s important to choose a solution that aligns with the unique needs of your business. With that in mind, here are a few of the features you need to prioritize:

• Automation: Automations let you streamline typically redundant tasks like running reports or tracking employee performance. In turn, your HR team will have more time to focus on core functions like training and onboarding.
• Device Optimization: HR dashboards should be user friendly and easy to view on any device, including smartphones, tablets, and laptops.
• Easily Digestible Views: Dashboards are meant to make information more accessible and easy to understand. Leading platforms present data in a way that makes it actionable.

This is not a comprehensive list of HR dashboard features. Before starting your search for a human resources reporting solution, collaborate with your team to compose a list of must-have functions and capabilities. Use your list to eliminate unsuitable options from your list and prioritize platforms that best align with organizational needs.

7 Examples of Helpful HR Dashboards

Not sure which HR dashboards will deliver the best value for your business? Here are seven examples your human resources personnel can leverage to streamline workforce management and maximize employee engagement.

1. Recruiting Dashboard

Recruiting, hiring, and onboarding represent some of the most important functions of the human resources department.

It should come as no surprise that the recruiting configuration is among the most popular HR dashboards. This display serves as your one-stop shop for all information regarding prospective employees. It features applicant tracking data, candidate statuses, and more.

The true value of HR dashboards is their ability to condense a wealth of key performance indicator (KPI) data into digestible graphs, charts, and breakdowns. Here are some of the top KPIs featured in a recruiting configuration:

• Time to Hire: The average number of days to transition someone from application to employee
• Number of Open Positions: How many vacancies you have across the organization
• Applicants Per Position: The number of people who apply for each vacancy
• Offer Acceptance Rate: What percentage of candidates accept your employment offers

Remember, the best dashboards are customizable, meaning you’ll be able to add other KPIs. The goal is to provide your HR personnel with the insights they need to effectively oversee recruiting processes.

2. Employee Development Dashboard

An employee development dashboard provides insights into individual, department-level, and organization-wide development. You can use these insights to guide the creation of more impactful employee development plans and ensure that your training resources are contributing to long-term business growth.

Here are some metrics most relevant to this type of configuration:

• Training Progress for Employees: For tracking each staff member’s progress toward completing milestones
• Cost of Employee Training: Total education and upskilling expenditures
• Time Spent on Training: How many hours each person devotes to sharpening their skills

Cumulatively, these KPIs help you determine whether your staff upskilling efforts are efficient or if you need to refine your training strategies.

3. Employee Performance Dashboard

The employee performance dashboard should be highly specific to your business and the types of staff members you are evaluating. For instance, you may need to focus on metrics like deals closed when evaluating sales staff and stick to more general KPIs when analyzing the productivity of administrative personnel.

With that in mind, here are some common KPIs used on an employee performance dashboard:

• Number of Sick Hours Used: Helps gauge attendance and identify absenteeism trends
• Total Output: Can measure a specific output metric, like sales volume or deals closed
• Employee Engagement: Reveals whether your employees are attentive and passionate about their work

Some metrics, like engagement, are difficult to quantify. However, they provide invaluable insights to your HR personnel and can be used to reduce attrition and boost morale.

4. Employee Turnover Dashboard

Tracking how long staff members stick around can help your human resources personnel identify underlying problems with onboarding, benefits, and company culture.

For instance, if your turnover rate spikes shortly after restructuring the organizational hierarchy, you can assume those changes negatively impacted company culture and employee satisfaction.

When configuring your employee turnover dashboard, pay close attention to these metrics:

• Turnover: Tracks the number of people who quit or are terminated over a specific time frame
• Attrition: Expressed as a percentage
• Turnover Cost Per Employee: Translates attrition to an expense by accounting for training, recruiting, and onboarding costs

High turnover can signify a major problem with organizational hierarchy or company culture. Therefore, it’s important to keep a close eye on attrition trends and promptly address them before the situation becomes systemic.

5. HR Executive Dashboard

The HR executive dashboard provides human resources leadership with a high-level overview of the organization’s performance and health by highlighting a variety of critical metrics. These configurations rarely offer granular insights but rather focus on the big picture.

Here are some KPIs to include on this type of dashboard:

• Employee Data: General information such as demographics and gender ratios
• Number of Employees: Total number of staff the company employs
• Vacancies: Open positions by department or location
• Benefits Enrollment: What percentage of staff are enrolled in healthcare, 401(k), and other plans

While HR executives should have the latitude to customize their dashboards, it’s important to focus their attention on broader KPIs rather than granular insights. This is particularly vital when managing huge corporations with hundreds of employees.

6. DEI Dashboard

Employers across virtually every industry are realizing the value of creating a more diverse and equitable workplace. The diversity dashboard helps human resources decision-makers track their progress toward important inclusivity milestones and monitor the composition of the workforce.

You should incorporate these diversity KPIs into a diversity dashboard:

• DEI Demographics: Variables like race, gender, and age
• Hiring and Recruiting: Hiring trends as they relate to diversity

Proactively working to create a more diverse workplace can provide your business with the unique perspective necessary to tackle emerging challenges.

7. Gender Pay Gap Dashboard

Proactively address gender pay gaps and ensure workers are compensated based on merit with a dashboard that can break down salary by position, gender, and tenure.

The salary by gender configuration should focus on a couple of specific metrics:

• Pay Gaps: Illustrate discrepancies in pay between men and women who hold the same roles
• Position-Specific Salaries: Break down average compensation for each job

While the modern workforce has come a long way in promoting equitable pay for all, there’s still much work to be done. The salary by gender dashboard represents a valuable tool in the fight toward equity.