HR Reporting Software

Meaningful Metrics on Your Modern Workforce

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

0701030401A Hrreportingsoftware Bringyourdatatolife (1)

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.

0701030401A Hrreportingsoftware MWI@2X

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.

Learn More About MWI
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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.

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Frequently Asked Questions

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.