Hello everyone, i just got into this company and i have never written an annual report. I would so much appreciate if my senior colleagues would enligthen me on what should be in the content of the report. A sample would also go a long way if there is any. Thank you all in advance
From Nigeria, Lagos
Fundamentally, an HR report is an analytical method used to display human resources-related stats, insights, and metrics with the primary purpose of improving workforce performance, recruiting procedures and other relevant HR processes with the help of HR dashboards.
There are various KPI examples, but by working with HR-driven metrics, it’s possible to spot trends, identify inefficiencies, capitalize on strengths, and fortify weaknesses in a number of key areas, making your human resources efforts, activities, and initiatives the best they can possibly be for departments across the organization.
Moving on from HR monthly reports and the dynamics of an HR monthly report template, it’s time to delve deeper into annual HR reporting.
HR annual reports enable companies to evaluate human resources activities that affect your company’s performance each year to drive competitive strategies and determine if action needs to be taken in your HR environment to increase the dynamics of HR development. The above-mentioned human resources report template can also be utilized for annual reporting needs. However, we have additional examples to enhance the HR annual report requirements.
a) Employee Performance: HR Annual Report Template and KPIs
As mentioned, your employees are integral to the ongoing success of your organization, and it’s up to your human resources department to help encourage and optimize employee performance on a continual basis.
This particular HR report sample, or HR report template, helps to form a visual narrative of key performance elements such as absenteeism, overtime, training costs, and overall employee productivity rates throughout the organization. In turn, this HR sample provides a perfect storm of information for keeping your business as productive as humanly possible. This annual HR report example drills down into important elements of the workforce and its structure in a host of key areas.
These are the KPIs linked to this particular HR report template:
• Absenteeism rate: The above HR report sample displays an example of employee performance. This enables businesses to measure the engagement level of employees and is an important KPI because it indicates an employee’s level of motivation and engagement with his or her work and the company as a whole. Organizations should keep a close eye on this metric and must always attempt to reduce the number because of the impact on the company. Companies can determine the reason behind employee absenteeism rates over the past month to see if it’s unique to a certain department or if it’s a widespread issue throughout the entire organization
• Overtime hours: This enables organizations to track employee workloads in greater detail and shows employee dedication as well as work process flaws. This metric directly affects the absenteeism rate metric, and a permanent high workload is sure to reduce employee satisfaction levels, which can result in an increase in absenteeism rates. Permanently high overtime can limit the company’s growth potential while resulting in missing projects or orders.
• Training costs: These metrics are used to calculate the investment that has gone towards on-boarding new hires and upgrading the skill level of the employees. It tracks employee development costs and new skill requirements. Training costs are not limited to new hires and extend to better job development skills and continuous learning.
Here are the primary KPIs associated with this HR report example:
• Part-time employees: indicates the evolution of part-time workers over a specified time period. Part-time workers are good for the beginning stages of companies and don’t acquire much risk. KPIs include the tracking of part-time contracts parallel to metrics like company performance and results as well as employee satisfaction and engagement.
• Female to male ratio: measures the level of gender diversity in your business, which can indicate gender bias. It’s critical to be aware of diversity to acquire differing approaches to business innovation and gain competitive assets. KPIs depend on candidate availability at certain times.
• Internal mobility: the internal mobility refers to every initiative or action related to the promotion, appointment, or hire for a position of an employee already enrolled in the company’s workforce. This internal mobility summary displays various figures related to it – promotions to the position of director and managing director, the ratio of positions filled through internal initiatives relative to the total positions, and finally – the percentage of vacancies filled internally.
• Average time stay: indicates the longest time period employees stay with the company and whether the company is good at retaining talent. The metric tracks the average number of weeks, months, or years that an employee stays. The longer the stay, the better for the company’s return on investments for hiring and training.

From India

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