Your workforce is evolving quickly and it's important to understand their changing needs. Use out-of-the-box HR reporting and insight tools, create customized dashboards to hone in on business insights, dig into employee trends, and make more informed business decisions. Visualize data in real time to monitor key metrics and easily share with your team to take strategic action. Take a data-driven approach with HR reporting software and get to know your people better.
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Listerhill Credit Union uses data insights to optimize schedules to be more profitable.
Watch how they did it here.
Bring Your Data to Life
Foster DEIA
Take action to build a diverse workforce with data on demographics such as ethnicity, generation, gender (legal), gender identity, and more.
Quantify Utilization
Translate system usage into measurable data such as time and cost savings and employee engagement.
Plan for Changes
Understand position-level data to plan for roles, make staffing decisions, and predict changes. You can even analyze active or terminated employee counts to see turnover and change over time.
Understand Labor Costs
View a summary of labor costs and diagnose hidden overspend or top cost centers to make strategic hiring and budgeting decisions.
Increase Retention
Pinpoint at-risk employees by analyzing top turnover trends such as commute time and compensation with bubble charts to identify areas to improve retention.
Gain Impactful Insights
View real-time employee data and performance metrics to uncover and analyze trends. You can even create, schedule, and “favorite” your custom reports, within a single database.
Modern Workforce Index
Stay in tune with your workforce with our MWI dashboard, built on our proprietary AI. The main dashboard highlights key insights and areas of opportunity, including details on the companies in your benchmark. Drill into sub scores, ROI calculation, and savings in the navigation, and get step-by-step tips to improve engagement.
“The reporting in Paylocity is amazing—it's so much easier to figure things out and get insight out of our data.”
“I use the reports in Paylocity all the time and there are so many reports in there. Anything I can think of, I could probably find in there. The reporting is phenomenal.”
Employee Engagement: The Non-Negotiable Priority for Success
Our ebook explains how to keep your workforce agile and skilled through disruption and change, keeping your business resilient and successful.
HR analytics, also known as people analytics, refers to the process of collecting, analyzing, and interpreting data related to human resources in order to make better decisions and improve organizational outcomes. Here are some examples of HR analytics:
Recruitment analytics
Turnover analytics
Performance analytics
Learning and development analytics
Diversity and inclusion analytics
Compensation analytics
On your dashboard, you get:
At-a-glance visibility into the health of your workforce and employee sentiment
Peer benchmarks based on similar-sized companies in your industry across our 35,000 clients
Customized recommendations with easy-to-follow next steps to drive engagement
HR practitioners can use analytics to identify trends and develop strategies for improving a variety of areas related to human resources management. For example, analytics can help organizations to identify patterns and trends in employee behavior, such as turnover rates, absenteeism, and performance metrics.
This information can then be used to develop strategies to improve workforce performance and productivity, reduce turnover, and optimize employee engagement and retention. Similarly, analyzing data related to hiring trends, turnover rates, and workforce demographics can help organizations forecast future workforce needs and plan accordingly.
HR analytics can be used to evaluate the effectiveness of HR programs and initiatives to engage employees. For example, by tracking metrics related to employee satisfaction, engagement, and retention, organizations can evaluate the impact of HR programs such as employee training, wellness initiatives, and performance management.
This information can be used to refine and improve these programs, and to identify areas where additional support or resources may be needed.
