Human Resources what is Dashboard? Top tools integrated HR Dashboard professional

In the context of modern business is increasingly geared to making decisions based on data (data-driven), human resource management, has transformed itself into a joint strategy in operating activities. The need to monitor the work efficiency, analyze the causes of the holiday, the optimal cost of training or grasp the situation recruitment in real time is becoming the top priority of many managers.

However, the question is, how do hr departments can synthesize, analyze, present data in a visually understandable and timely for leadership decisions? The answer lies in Human Resources Dashboard – tool referred to as the “central panel” to help businesses fully managed hr data on a single platform.

No longer have to search each file, Excel does not need to wait for a weekly report, now managers can easily track the index of the matter in just a few simple taps on the panel HR. This is not only a trend but also a practical solution to help businesses optimize resources, reduce risk, enhance operational efficiency.

The same Lac Viet SureHCS find out details in this article.

1. Human Resources what is Dashboard?

Human Resources Dashboard is a system visually displaying the data, only the number of information related to human resource management in business. Can understand simple, this is a dashboard HR is designed for users to easily monitor, analyze, make decisions based on real data. The information is shown under the form of charts, tables, figures or composite index, which helps the management to have an overview on the situation of hr in the organization.

For example, an HR Dashboard can display the information such as the rate of quitting in the last 6 months, duration, recruitment,average the cost of training per employeeor level of completion of performance reviews, according to the department. These data are updated in real-time or periodically (day/week/month), depending on the system being used.

Difference clear between HR Dashboard with the report to the traditional (HR Reporting), located in the presentation and interactive capabilities. While traditional reports are often presented in table format or static files (PDF, Excel) then dashboard re-interactive high can filter by department, time, location or other criteria to help users easily tap more in-depth information that does not need skills in complex analysis.

Besides, an advanced form of this tool is HR Analysis Dashboard, which allows businesses to not only track but also to analyze trends, future forecasts. For example, based on the history of the holiday, the system can alert the positions or departments have the risk of high volatility, which in turn helps managers plan early intervention.

In summary, Human Resources Dashboard is a necessary tool in the digital age helps the hr department not only “noted” but also “strategic thinking” from it support business decisions quickly, properly and efficiently than in the management of people.

2. Why businesses need HR Dashboard?

HR Dashboard gives businesses an intuitive tool to aggregate, analyze, track the index of the critical real-time. But the biggest reason why the organization needs to dashboard this lies not only in technology that is of practical value that it brings.

2.1. A decision fast more accurate

Instead of losing hours and hours to aggregate data from multiple departments, dashboard HR allows managers just few taps was able to grasp the situation fluctuations personnel, performance of work or the rate of the holiday in each month. Thanks to that, the decision as to adjust the mode of welfare, improve the working environment or optimized personnel structure is given more quickly, based on specific data, not feelings.

For example: A business detects a ratio of the increase in the customer care department in the last 3 months through HR Dashboard. Instead of waiting to report the end of the quarter, leaders can quickly survey the causes and implement measures to retain employees in a timely manner.

2.2. Reduction depends on the report manually, saving time

The establishment reported staffing with Excel software or craft requires a lot of effort from the personnel office, at the same time, potential risks errors or delays in updating the data. With HR Dashboard, this process is automated: data is updated directly from the attendance system, payroll software, or system of recruitment helps to reduce the time of reporting and increases accuracy.

Not only save time, the dashboard also helps to reduce dependence on hr analytics professional. Even managers have no background in data can also be read understand and use information on the dashboard in an effective way.

2.3. Easy tracking the major indices

HR Dashboard provides not only data but also helps business focus on what's really important. Indicators such as the rate of absence, the cost of training on each employee's work performance by departments, or the level of satisfaction of employees can be monitored in real time.

These indicators play a role as “early warning system” to help businesses identify problems before they become big risks. With HR Analysis Dashboard, businesses can even predict the trend of the holiday, assess the impact of new policies or track the results of the campaign retain talent in a clear way.

2.4. Performance personnel administration is markedly improved

According to the report of Deloitte 2023, the business application dashboard in the analysis of hr has recorded improved performance hr management up to 18% compared with group business hasn app. This comes not only from making decisions more accurate, but also from effective coordination between the relevant parts from HR, finance to operate.

In summary, in a world where data is the source of strategic assets, owning a dashboard that HR is an essential requirement for the enterprises want to manage hr effectively active.

3. The core components in a Human Resources Dashboard

To maximize value, a Human Resources Dashboard should be not only data, but also to ensure how to organize, present logical operator. Here are four platform components that any panel HR efficiency would also need to meet to help businesses not only track personnel but also data mining a strategic way.

1. HR Metrics – The index of the critical need to show

Each HR Dashboard should be designed around the indicator (KPI) in accordance with the target hr management of the business. Choosing the right indicators is the key element to dashboard reflect the true state support effective decisions.

Some HR Metrics common high value include:

• The rate of quitting (Turnover Rate): indicates the degree of stability of the labor force.
• Recruitment time average (Time to Hire): Measuring the efficiency of the recruitment process.
• Recruitment cost (Cost per Hire): Calculate the total cost of investment for each new location.
• The rate of completion of training (Training Completion Rate): Reflects the level of commitment effectively in internal training.
• The mounting level of employees (Employee Engagement): Usually collected from the internal survey and reflect the spirit of work, the ability to retain personnel.

When businesses see is these numbers on a dashboard HR intuitive, the detection problem given timely solution will become simple fact more than the report format long text line.

2. Intuitive interface & UX friendly

A Human Resources Dashboard though to where will also be useless if users can't understand or easy manipulation. Therefore, ui (User Interface) and user experience (UX) plays a very important role.

A number of characteristics of effective interface:

• Simple design, no disturbing to the eye.
• Colors distinguish clearly between the good indicator and warning indicators.
• Use charts, diagrams, circular progress bar instead of a table of data complexity.
• The ability to filter by duration, department, location for users to easily compare data.

With a HR Dashboard has user-friendly design, even managers have no background in data analysis can also quickly grasp the situation timely action.

3. Input data – Source and way sync

A HR Analysis Dashboard can not be effective if the input data is not reliable or update delay. Therefore, the data source setting correctly synchronize continuously is an indispensable component.

The source data typically include:

• Attendance software: Provides information on hours, absences, tardiness, leaving early.
• Payroll software: Data link salary, allowances, deductions,...
• Recruitment system: Track the recruitment process, the effectiveness of each channel.
• Software performance evaluation, internal training,…

Automation or enter the data manually?

• Automation helps save time, reduce errors, but need to invest in the system synchronized.
• Data entry can be flexible with your small business, but easy-to-wrong-consuming resources.

When data is continuously updated dashboard is not just a tool to review the past that can become the foundation to forecast decisions in real time.

4. Decentralized access, data security

Because it contains sensitive information like salaries, reviews internal or plan hr dashboard HR mandatory to have the reasonable.

The important principles:

• Only grant access according to role: For example, only be viewed hr data belonging to his department.
• There are access logs edit: To ensure transparency and traceability as needed.
• Data encryption, secure storage: Avoid the risk of leakage of personal information or strategies.

Values bring: security the right way not only to protect the privacy of employees, but also build trust internal compliance with legal provisions on personal data.

In summary, to a Human Resources Dashboard maximize efficiency, businesses need to ensure a full core components: selection, matching index, intuitive design easy to use data synchronization, accurate and secure. This is not just technology problem but also the way organizations use data as a competitive advantage in strategic human resources.

4. Implementation guide for Human Resources Dashboard for new business start

With many businesses, the start deploying Human Resources Dashboard may cause embarrassment due to lack of experience or resources technology. However, this process is completely viable if it is accessible according to specific step by step. Below is a detailed guide to the organization, easy access dashboard application HR effectively in accordance with the actual needs of their own.

Step 1: Determine needs and indicators to measure

Before starting any project related to dashboard, the first important thing is to clearly define the goal: Business should track what? What to do?

For example:

• If the business is difficulty in retaining personnel, priority should be given to monitor the percentage of the holiday, time sticking average or survey results, mount the staff.
• If you want to optimize the cost of recruitment, need to track the cost of recruitment according to the source, duration, recruitment, average or proportion of applicants meet the requirements.

Choosing the right metrics to help HR Dashboard is not “information overload” that focus on what's really important from that decision support fast more accurate.

Step 2: Select the deployment tool, suitable

Not well enterprises need to invest in a complex system. Depending on the scale and degree of readiness of technology can choose one of the manual deployment follows:

• Excel advanced: matching, small business, new start. Can use Pivot Table charts to create a dashboard simple.
• Power BI, Tableau: analytical tools powerful data can be integrated from multiple sources and present the information more intuitive.
• Software HRM built-in Dashboard: As LV SureHCS, SAP SuccessFactors, BambooHR... provides HR Dashboard accompanying each subsystem personnel to help implement quickly without building from scratch.

Note: Select tools should not only follow the trend that should be based on the ability to exploit the available data and skills of the team internally.

Step 3: cleaning data integration system

A HR Analysis Dashboard only effective if the input data full accuracy. Therefore, before the construction of the panel HR needs to be carried out:

• Cleaning data: Handle typos, duplicate, lack of information. For example, the same staff, but it is recorded in many different table (Nguyen Van A / A Van Nguyen).
• Standardizing the format: Day, month, employee code, work unit,... need to be easy to handle.
• Integrate data from these sources: attendance, payroll, performance reviews, recruitment, training... more source connection, dashboard as comprehensive reflection.

Value brought back: When data is standardized connector, HR Dashboard new ability to show the true state, minimizing false supports accurate forecast.

Step 4: design, intuitive interface, easy to use

The interface is factors directly affect the dashboard can be used or not. An effective design should ensure:

• Arrange information according to the group: for example, group index, recruitment, team performance metrics group on pay bonus.
• Color harmony, clearly distinguish the state: for example red for warning, green for reaching the goal.
• Have the ability to filter data by time, departments, job placement.
• Priority chart instead of a table of data to be easy to view – easy to understand.

The ultimate goal is not to “look nice” which is to support users to read fast-learn fast – fast action.

Step 5: Training users, track the effectiveness

Even the dashboard also will not take effect if the user do not understand or use properly. Thus, once deployed, enterprises need to:

• Organize short-term training for managers, department heads and hr related.
• Set up processes to access, update, use the dashboard periodically.
• Evaluate the effectiveness after 3-6 months: May help decision faster? Can detect the problem sooner? Can reduce the time make the report not?

Practical example: A business after using HR Dashboard was reduced by 50% of the time reporting personnel every week, at the same time increase the rate of early detection of trends to stay in engineering, thanks to the chart show alerts in real time.

In summary, the process of deploying Human Resources Dashboard requires no technology too high but need a roadmap basically consistent with the ability of the organization. When deployed properly, dashboard not only is the reporting tool, but also become “the assistant analysis” to accompany managers in all personnel decisions.

5. The software has integrated Human Resources Dashboard highlights today

Today, many businesses have started to turn from the personnel management manual to the application platform digitized integrated HR Dashboard to track hr data in real time. However, choosing the right software depends on the scale organizations specific needs and budget development. Here are some typical solutions that businesses can consider:

1. LV SureHCS – software hr management with comprehensive dashboard HR intensive for business optimization Vietnam

 LV SureHCS is solution software management personnel of the company shares Information, Lac Viet is designed to solve the peculiarities of business in human resource management. The software supports on-premise deployment, easy integration particularly striking with HR Dashboard data analysis visualization.

The salient features of HR Dashboard:

• Display in real time the major indices: the ratio of the holiday, wage costs, according to the department, hiring rate, completion rate KPI.
• Volatility analysis hr (increase, decrease, transfer) in each pay period or quarter.
• Automatic alerts of anomalies: the holiday mutation rate of absenteeism is high, the risk of exceeding cost of personnel.

Business benefits received:

• A decision fast: leaders can access hr data instant to make the decision to adjust the budget, hiring or restructuring.
• Flexible customization: Due to software developed in Vietnam, the index HR Analysis Dashboard can be designed according to each business model from manufacturing to services, from startup to corporation.
• Legal compliance: to Be updated according to the provisions of labor laws in Vietnam, ensuring business operating standards.
• Save long-term costs: Not depends on software cost international license and high maintenance, LV SureHCS just optimal budget proactive in security internal.

CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS

LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.

Feature highlights:

• Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly 
• Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees 
• Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
• Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results 
• Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI 
• Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.

 

INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL

Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel

• LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
• LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
• LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user

TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS

• Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
• Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
• Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.

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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?

• Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
• Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
• Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency

 

CONTACT INFORMATION:

• Hotline: 0901 555 063
• Email: [email protected] | Website: https://www.surehcs.com/
• Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY

2. BambooHR – friendly interface, easy to operate, suitable with small and medium enterprises

BambooHR is software management personnel from the U.s., is very popular in the market SMEs thanks to the easy to use interface, the setup process simple system, HR Dashboard built for managers.

The salient features of HR Dashboard:

• Fast display the number of employees are working, new employee, employee of the month.
• Automatic reports about the number of vacation days remaining, the time the average working condition performance reviews.
• Keep track of milestones such as birthdays, anniversaries, work, support, tank mounted.

Business benefits received:

• Save operating time: HR Dashboard is available, no need for IT team redesign. Suitable for business do not have departments, specialized on the analysis of hr data.
• Advanced management experience: Helping managers “quick look – out right – decision connected to” the basics of personnel that do not have to wait for HR departments synthesis report.
• Promote cultural cohesion: The reminder feature on anniversary, birthday, reward and punishment are displayed on the dashboard HR help managers to act in time.

Note: With the business that needs in-depth analysis on hr data system of BambooHR yet powerful about data analysis, press (predictive analytics), as well as difficulty customized according to individual peculiarities.

3. Zoho People – the optimal Solution for businesses that require high customization integrated multi-application

Zoho People is software management personnel located in Zoho (CRM, Finance, Helpdesk,...), featured in the ability to customize HR Dashboard and integration with the other apps in the same ecosystem.

The salient features of HR Dashboard:

• Dashboard format “drag – drop”: the user can design the layout according to the role or department.
• Display multi-dimensional: from tracking vacation, attendance, labor productivity to the level of employee satisfaction from the survey.
• Can build dashboard according to strategic objectives: the percentage of training completed, effective onboarding, retention, hr talent.

Business benefits received:

• Freedom, control, and data interface: With customized pattern, enterprises can set the dashboard according to the needs without the need for complex programming.
• Integrated data source: If the business uses add the solution Zoho another as CRM or financial, the entire data can be collected on the same panel overall from that decision support multi-dimensional.
• Consistent with international business or are globalization: support multiple languages, currencies, time zones and can be expanded easily.

Points to consider: Zoho People, can cause initial difficulty for users not familiar with software international, or no IT team, to support the configuration. In addition, the synchronization with the system software localization in Vietnam sometimes need more customization steps engineering.

4. Workday – analytical Solution modern hr in real time

Workday is one of the cornerstones ERP – HCM (human resource management) the world's top featured with the ability to analyze personnel and comprehensive HR Dashboard is built based on cloud technology, big data (Big Data). This is a top choice for global corporations need strategic planning, human resources, long-term personnel administration in the direction forecast.

Salient features of HR Dashboard in Workday:

• Real-time analysis (real-time analytics): Dashboard display data continuously updated, for example fluctuations in staffing, performance quarterly, retention, human resources... help the administrator is not subject to reporting craft.
• Dashboard according to role: Each position (CEO, director of hr, Head of Recruitment...) is displayed the number of private support decision right context.
• The ability to simulate (scenario planning): HR Analysis Dashboard allows to simulate the scenario personnel – for example, if 20% off hr department is operating costs, KPI, training plan will change.

Enterprise value received:

• Switch roles HR from operational to strategic: Dashboard helps the hr department moved from the “report data” to “predict – proposed – oriented”.
• Optimum yield a global workforce: With multi-national enterprise, Workday allows the management team in many countries on a dashboard only.
• Decisions based on data (data-driven HR): Data from Workday not only is the report that is the basis for HR accompany business strategy.

Restrictions to consider:

• High costs: includes costs, license, deploy, operator training every year.
• Requires a team of internal understand the system: there Should be professional development or for the Workday to configure the dashboard accordingly by peculiar institutions.

5. SAP SuccessFactors – System administration personnel-intensive for global business

SAP SuccessFactors is the system HXM (Human Experience Management) highlights the group's SAP – one of the largest technology company in the world. Besides the analysis, personnel standards, SuccessFactors particularly strong array and experience staff and analyze performance with system HR Analysis Dashboard has high flexibility.

Salient features of HR Dashboard in SAP SuccessFactors:

• People Analytics – Embedded Dashboard: built-in each subsystem (recruitment, training, evaluation...), the user can directly monitor indicator right on the interface, working without have to switch systems.
• Report in-depth longitudinal analysis of data from individuals – groups – departments – across the enterprise, helping administrators “to go from master to detail”.
• Integrate data from a variety of sources: Not only from internal SAP SuccessFactors can be integrated with data from the ERP system or platform to recruit other like LinkedIn, Indeed, to enrich the HR Dashboard.

Enterprise value received:

• Enhance the quality of decision-HR: Dashboard HR in SuccessFactors not only in numbers, but also analyze the link between factors such as productivity – training – mounted.
• Mounting employees more efficient: Thanks to the integration of data from internal survey, 360 degree feedback dashboard helps administrators capture “beats the organization” – from that design policies accordingly.
• Supports conversion of large-scale personnel: SuccessFactors very consistent with the corporations are implementing hr strategies global, multi-lingual, multi-cultural.

Restrictions should be noted:

• Deployment time length: the process of implementing a custom dashboard, sync data complexity usually lasts a few months.
• Difficult access to medium business: Cost of license and requires infrastructure better suited to corporations, large scale company.

6. Note when selecting and using Human Resources Dashboard

Deploy HR Dashboard not only is the story picks software. To really harness the value from control panel, HR, business need to note some important points below:

Don't be “attractive” by beautiful interface that forget practicality

A dashboard catches the eye is not synonymous with dashboard effective. Let's focus on the affiliate dashboard with demand management, real – news is true, complete and easy to understand indicators that businesses need to follow.

For example, If the business is in the expansion phase, the dashboard needs to prioritize the recruitment rate, the required time to complete onboarding... instead of just taking care presentation chart, salaries and bonuses.

Data must always be synchronized updates

Nothing takes the value of HR Analysis Dashboard faster data errors or inconsistencies. Businesses need to ensure the system collect data automatically (or there is a process for periodic updates), synchronized with the system, HRM, attendance, recruitment to information is always accurate.

Note: missing data = wrong decision. The system should have warning if the data is interrupted or not updated.

Staff role “owner” dashboard

Although there is the involvement of the IT department or partner development, hr was the one who decided dashboard need to measure what, how to use, reflect what value. They are also the ones used most often should be fully trained on how to read out data mining and adjust the dashboard in accordance with realistic movements.

Measure the effectiveness of dashboard after 3-6 months

Dashboard not only to “said”. Once deployed, enterprises should plan to evaluate the effectiveness through questions such as:

• Decision-making personnel can rapidly more accurate than not?
• There are early detection is the risk or opportunity does not?
• Can reduce the time make the report or depend on hr analytics craft no?
• The departments are more active in monitoring and performance improvement work?

Only when HR Dashboard contribute to improved behavior and decisions, it actually promoting the values.

In the context of business days as the role of data in hr management, the application Human Resources Dashboard no longer is the option that has become an essential part of strategy to convert numbers. A panel of HR efficiency, not merely a tool to display data, but also to become “assistant” strategy helps businesses see trend forecast, risk decision making, timely and accurate.

If you are looking for a solution HR Dashboard flexible, easy to deploy, can go a long way in the business in the journey to improve efficiency, human resource management, don't hesitate to contact us Vietnam SureHCS to get advice or registration trial software today.