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10 Reports every HR manager can’t live without

As an HR and People Ops professional, you are undoubtedly striving to become more strategic, relying on data to make informed decisions, and measuring your progress on key initiatives.

That‘s why we‘ve created configurable, permission-based reporting with powerful dashboards, making it as simple as possible for you to track and manage your important information, so you can be proactive rather than reactive.

Every organisation tracks and measures different HR metrics, but here are the 10 reports our customers love and we believe you can‘t be without:

Employee headcount

A good headcount report shows you your organisation‘s total employee headcount over any given time period. You can break this down by department, location, and even employment status. Monitoring how this changes over time can be particularly insightful for:

  • Comparing headcount against revenue will show your revenue per employee, so you can measure how this metric increases or decreases with organisational changes.
  • Tracking headcount growth by the department can help you understand when you may need to recruit more support staff.
  • Measuring an office location‘s growth will help you understand when it may be time to start looking for a bigger office.

Employee turnover

Employee retention is a priority for many organisations, so keeping an eye on employee turnover is crucial to uncovering potential problems before they escalate.

You will be able to see monthly departures, type (voluntary versus involuntary), length of service, and rehire eligibility. You can also dive in to see which employees left.

Tracking this annually will provide you with valuable trends over time while monitoring monthly helps you pinpoint potential turnover causes.

Annual leave and requests

Annual leave reports will show time–off accruals, time used, and scheduled leave by an employee during a specified period. You can filter by team member groups, time, accrual type, and policy type.

This provides managers with a quick view of employees‘ time off balances, so you may decide to encourage those with higher balances to take some time off to recharge. This has been particularly useful during the pandemic with fewer people taking time off due to lockdowns, but mental health becoming a big focus for many employers.

Pay history

This report displays your employee pay history, allowing you to filter by department, location, employment status, time period, and manager.

Pay is often listed as a reason for team member turnover, so reviewing it regularly may help mitigate that risk. People Ops professionals may choose to review compensation history for employees in departments, locations, or managers with higher than average turnover rates.

Job history

You can see each employee‘s job history by date, or filter by department, location, employment status, time period, or manager.

Again, this provides interesting insights to help you retain talent, as career development is a top reason for voluntary turnover. You can see who might be a flight risk due to lack of career progression, and put in the work to build a career path and development plan for them.

Point-in-time report

Sapling customers can run point-in-time employee reports to review changes that have been made to employees‘ data as of a specified date.

An example would be if you needed to report on the top 10 salaried employees for each department as of a particular date, including each employee’s name, position, mailing address, and manager.

Change reporting

Change reporting allows you to track and audit the history of any field.

This feature is to track payroll related changes during your pay period so you can easily see what needs updating within your payroll system. It also helps you comply with industry regulations related to audit capability and data retention.

New hires

Track your organisation‘s new employees, sorted by their start dates.

You can easily keep track of all new hires so you can welcome them during your next all-hands meeting, facilitate introductions for them, and check–in with them. These small gestures can help you build early employee engagement.

Demographic information

A breakdown of team member population for any demographic information you track, including gender identification and ethnicity. You can also filter these by department, location, and employment status, time period, and manager.

This can be helpful for organisations in tracking diversity and inclusion metrics, and spot imbalances before they lead to turnover. In addition to following this data company-wide, it can be useful to utilise the filters to identify imbalances within each individual department, for example.

Employee birthdays and anniversaries

By pulling reports with your employees’ birthdays and anniversaries, you can celebrate and recognise special employee dates, which in turn is a thoughtful way to improve your employee experience.

Final thoughts…

There are multiple ways to use HR reports, and Sapling can help you to make more informed data-driven decisions.

Designed for HR and People Ops professionals to easily use these to build a strategic function that elevates your employees‘ experience. Managers can also use many of them to improve engagement and retention on their teams.

With customisable permission levels, you are able to give reporting access to those who need it. By default, employees can access their own information, while managers can see relevant information on their direct reports. The great thing about this is that you can create the reporting access needed for every individual at your organisation.

If you are interested in finding out how Sapling can help you easily create all the vital reports you need, speak to one of our experts today.

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Written by Mara Swann

Mara has a passion for promoting equity, diversity, and inclusion across global workplaces and hopes to inspire learners to focus on their own careers with self-directed learning content.


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