New HR Executive Seeking Advice on Essential MIS Reports for Better Department Insights

I have been recruited by an IT organization (450 employees) recently as an HR Executive. Prior to my joining, both the HRD and GAD were acting as one department where there was no proper information flow to the management. I would like to know the various HR MIS reports we can generate to get a complete picture of the departmental outputs.

There can be an endless number of reports. I work in an IT firm where reports contain the following data:

- Details of active projects, including active members with their correct % allocation and resource location.
- Costing report with cost details along with the aforementioned information.
- People availability
- Resource skill set
- Visa status
- Leaves Xls
- Contact Info Xls

There are many more.

Regards,
Vidya

Dear all,

Kindly find the attached MIS sheet.

Satya

Hi Everybody,

A lot of information can be conveyed through MIS reports. Here are some examples:

1. New Joiners in the Month--

Sr.No. -- Names -- Dept. -- Designation -- DOJ -- Period Ends On -- Gross Salary -- Total CTC & Remarks

2. Attrition Report for the Month--

Sr.No. -- Names -- Dept. -- Appointment Type -- Date of Resignation -- Date of Release -- Remarks

3. Department-wise Strength for the Month--

Sr.No. -- Dept. -- Permanent -- Third-Party Contract -- Temporary -- Retainers, etc.

4. Total Strength for the Month--

Sr.No. -- Opening Balance -- Joined during the Month -- Separated during the Month -- Remarks

5. Monthly Employees MIS Report

Sr.No. -- Emp_Nos. -- Emp_Names -- Dept. -- Designation -- Location -- Reporting To -- Employment Type -- Basic Salary -- DA -- Allowances -- Total Gross -- PF Contribution -- Bonus -- Gratuity -- Other Earnings -- Total CTC -- (Leaves, Overtime, Night Shift Allowances, etc.)

Regards,

Padmini.

Hi all,

As you require the MIS Excel sheet, it would be better if you prepare the same at your end. This will help you to prepare other such formats too. But if required, I will definitely mail the same. I am describing the contents sheet-wise:

First Sheet - Details of Employee

a. E. Code
b. Name of Employee
c. Date of Birth
d. Designation
e. CTC
f. Address for Communication
g. Permanent Address
h. Contact Number
i. Blood Group
j. Maximum Qualification
k. Extra Qualification
l. Total Experience

Second Sheet - Salary Structure

In this sheet, write down the complete salary structure and include a column for the salary after any revision.

Third Sheet - New Joinees

On this sheet, list the names of new joiners of that month with details like CTC, Designation, DOB, etc.

Fourth Sheet - Resigned Employees

List the names of employees who resigned during that particular month with details such as name, designation, date of joining, date of resignation, last working day.

Fifth Sheet - Attrition Rate

Sixth Sheet - Training Programs Conducted

Seventh Sheet - Other Activities Done in That Month

I hope this information will be very helpful for you.

Regards,

Amit Seth.

HR MIS Reports for Comprehensive HR Performance Analysis

Generating various HR MIS (Management Information System) reports can provide a comprehensive view of departmental outputs and overall HR performance. Here are several key HR MIS reports that can help in achieving this:

1. Employee Demographics Report

Purpose: Understand the composition of the workforce.
Metrics: Employee age, gender, tenure, department, role, education level.
Output: Helps in diversity analysis and workforce planning.

2. Attendance and Leave Report

Purpose: Track employee attendance and leave patterns.
Metrics: Days present, days absent, types of leave taken, leave balances.
Output: Identifies absenteeism trends and assists in leave management.

3. Performance Management Report

Purpose: Assess employee performance and productivity.
Metrics: Performance ratings, key performance indicators (KPIs), goals achieved.
Output: Aids in performance appraisals and identifying high/low performers.

4. Recruitment and Hiring Report

Purpose: Monitor the recruitment process and hiring efficiency.
Metrics: Number of open positions, time-to-fill, cost-per-hire, source of hire.
Output: Evaluates recruitment strategies and helps improve hiring processes.

5. Training and Development Report

Purpose: Track employee training and development activities.
Metrics: Training programs completed, hours of training, training costs, skill enhancements.
Output: Measures the effectiveness of training programs and identifies skill gaps.

6. Compensation and Benefits Report

Purpose: Analyze compensation structures and benefits utilization.
Metrics: Salary breakdown, benefits allocation, bonuses, pay increases.
Output: Ensures competitive compensation practices and effective benefits management.

7. Employee Turnover Report

Purpose: Track employee exits and turnover rates.
Metrics: Voluntary vs. involuntary turnover, reasons for leaving, tenure of exiting employees.
Output: Identifies retention issues and helps in developing retention strategies.

8. Employee Engagement and Satisfaction Report

Purpose: Measure employee engagement and job satisfaction levels.
Metrics: Survey scores, feedback comments, engagement activities participation.
Output: Provides insights into employee morale and areas needing improvement.

9. Compliance and Legal Report

Purpose: Ensure compliance with legal and regulatory requirements.
Metrics: Compliance training completion, audit results, policy acknowledgments.
Output: Helps in maintaining regulatory compliance and minimizing legal risks.

10. Health and Safety Report

Purpose: Monitor workplace health and safety incidents.
Metrics: Number of incidents, types of incidents, days lost due to injury.
Output: Enhances workplace safety and reduces the risk of injuries.

11. HR Budget and Expenditure Report

Purpose: Track HR department budgets and expenditures.
Metrics: Budget allocated, actual expenditure, variance analysis.
Output: Ensures effective financial management of HR activities.

12. Employee Productivity Report

Purpose: Measure employee productivity across departments.
Metrics: Output per employee, project completion rates, productivity metrics specific to roles.
Output: Identifies productivity trends and areas for improvement.