Creating an HR Monthly Report: What Key Metrics and Insights Should You Include?

How to Prepare an HR Monthly Report

Hi, thank you for your inquiry about preparing an HR monthly report. To create an effective report, you should consider including key metrics such as employee turnover rates, recruitment numbers, training hours, and any notable HR initiatives or achievements. Additionally, providing analysis and insights into these metrics can help stakeholders better understand the status of HR operations and identify areas for improvement.

When compiling the report, ensure that the data is accurate, relevant, and presented in a clear and organized manner. Utilizing visual aids such as charts or graphs can also enhance the readability and impact of the report.

Lastly, don't forget to include any recommendations or action plans based on the findings of the report to drive continuous improvement within the HR function.

If you need further assistance or guidance on creating your HR monthly report, feel free to reach out. Good luck!

Regards,

Hi Vikas, can you please elaborate on these points?

Total Overtime Cost/Late Sitting
15. Total Overtime Cost/Late Sitting: 100105
How do these points justify our reports?

Total Mandays Attendance of Housekeeping
17. Total Mandays Attendance of Housekeeping during Dec 2011: 140

Total Housekeeping Bill Payment
18. Total Housekeeping Bill Payment (including Service Tax 10.30%): 31038

I liked this report, especially the Attrition Rate section. Thanks, buddy.

The Importance of HR Reports

Nowadays, an HR Report is a necessity in all organizations. Reports may be daily, weekly, fortnightly, monthly, etc. They should include information regarding the recruitment of employees, man-days, machine utilization, production targets, HR contributions, absenteeism, long absentees, problems, grievances, solutions, wages, incentives, disciplinary actions, union demands, negotiations, and all other day-to-day HR matters. Compliance reports should also be included in this MIS Report.

There is no prescribed format. The company may provide a specific format which you have to fill out and submit.

Regards,
D. Gurumurthy LL. HR & IR Consultant

Dear Vikas, warm wishes for the day ahead. I really want to express my sincere thanks to you because the post by you is awesome and that's what I have been looking for, and now I am thinking to implement the same in our concern. In this regard, I just need your valuable views on the following points on which I need some understanding:

1. Total absent mandays during the month (on-roll & off-roll)
2. No. of mandays paid leave (on-roll & off-roll)
3. No. of mandays without pay leave (on-roll & off-roll)
4. Total Overtime Cost/late sitting
5. Total Overtime Hours
6. Total mandays attendance of housekeeping during the month
7. Total Housekeeping bill payment (including Service Tax 10.30%)

Please look into the above and help. Once again, I really want to thank you.

You are talking about point number 15. I want to clarify that. We give late sitting allowance to staff members and paid overtime to other workmen. So, the value you are looking for in point 15 is the total expense incurred on late sitting and overtime. It's not necessary to divide it into two forms, i.e., 1. overtime cost and 2. late sitting allowance of a particular month.

Point 17 refers to us having six housekeeping personnel on a contract basis. The contractor provides us with a bill for the housekeeping service. Initially, we provide him with the total mandays attendance of each month at the end. Based on this, the contractor gives the bill for payment. So, there is nothing deep to think about. I hope you understood it very well.

Thanks,
Regards

You seem to be confused about the terms "on roll" and "off roll." I would like to suggest that every company has its own personnel policy. They hire employees on an on-roll and off-roll basis.

On-roll basis involves deductions for employees' PF, ESI, and welfare amounts, whereas off-roll does not have such deductions as the company saves on ESI and PF contributions on behalf of the employer. I hope this clarifies it for you.

Thank you,

Regards

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Mr. Gurumurthy, as you said, you did not see any logical connection between the threads and the opinion. So why don't you try to put your own real threads regarding this report? That would be better. Every company makes the report according to their personnel policy and the activities they are following. If a company is making the HR Report in a short manner, it does not mean that there is no logical connection. I know the aforementioned HR Report is good for those who struggle with making HR Reports. In the above-mentioned HR Report, there may be many issues. I am waiting for your HR Report.

Dear seniors, I am a little confused about the attrition formula in an Excel sheet which was posted at the beginning of this thread. I have attached an Excel sheet with the attrition formula. Please open it and check both formulas. Kindly reply indicating which formula is correct, the first one or the second.

Thank you.

I just got a chance to view the report, and it is very useful. If you have any latest version, do share, sir.

Thanks,
Mr. Vikas Khatter