High-quality HR reporting is the single most important item in your workforce analytics toolkit. Seriously.


A recurring, high-quality-report focused on the true workforce essentials establishes the ground truth for all of your decisions and actions. It tells you where you have problems and where you don’t, where to start looking for possible solutions, and whether your actions are making things better or actually making things worse.

Our reporting process is deeply collaborative. We begin with a set of conversations to answer questions like the following:

  • What questions are you trying to answer?
  • What are your top areas of concern?
  • Why do you think you have a problem? What metrics are you using?
  • If you solved that problem, how would you know?
  • What difference would it make? Who cares?
  • Who else could this work support and who can we learn from?

Note that we put our attention to the business first, not the data. After all, the aim is to translate clear and specific business problems into a refined set of data
questions, not just toss data around and act like we did something sophisticated and powerful.

To be sure, we’ll track the usual suspects (turnover, quality of hire, internal talent movement, and the like) and probably a few others too, but we’ll never lose site of the real “So what?” that’s driving our work in the first place.

As we iterate, discuss, and explore through our report development process, we’ll begin to uncover the insights you need to track the state of your workforce and
create real business solutions.

From there, it’s about reproducibility, reliability, and relevance: trusting your results, knowing your numbers, and maintaining flexibility to adjust as needs shift.

HR Analytics reporting is the entry point for a mature analytics process,one focused on answering essential questions and the gaps between state, understanding,
actions, and outcomes. Everything else follows from here.

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