HRIS Reporting and Analytics Features

Advanced, Matrix, Composite...3 report types that quietly separate ₹10L consultants from ₹40L consultants. Most Workday folks know how to build a report. Very few know which report type to pick for a business use case. That’s where the gap (and the money) is. 1️⃣ Advanced Reports...your 90% workhorse ->Advanced = “Give me a clean, filtered list from one world of data.” Think: -All workers with hire date, tenure, last job change -Current headcount by Supervisory Org -Employees on leave with leave type + manager Patterns you see senior consultants use: -One primary business object (Workers, Positions, Events) -Smart prompts and filters (as of dates, supervisory orgs, locations) -Grouping + subtotals instead of dumping to Excel -Reusing the same Advanced report for: audits, integrations, EIBs, dashboards If the question can be answered from one table and some filters, a workday professional should always ask: “Why am I not using an Advanced report for this?” 2️⃣ Matrix Reports...real-time pivot tables for HR ->Matrix = “I want a pivot table inside Workday, not in Excel.” Perfect for headcount & turnover style questions like: -Headcount by Department (rows) x Quarter (columns) -Terminations by Reason x Supervisory Org -DEI mix by Gender x Job Level This is where real analytics starts: -HR leaders see trends in one glance -Click any cell to drill to the people behind the number -Charts layered on top for dashboards (no export → pivot → paste) Junior consultants build a detailed list, export to Excel, and pivot. Senior consultants ask: "Is this a Matrix?” and keep the truth inside Workday. 3️⃣ Composite Reports...the 10% power tool ->Composite = “I need multiple reports to talk to each other in one story.” Core HCM example: Turnover with context You want, in one view: -Average headcount by quarter -Terminations by quarter -Turnover % -Maybe span of control or DEI for each org How a ₹40L consultant thinks: -Sub-report A: Headcount trend (Matrix / Trending) -Sub-report B: Terminations trend (Matrix) -Composite: Align by period + org, calculate Turnover % at the composite level Same pattern for: -HR scorecards (headcount, hires, terms, internal moves, absence) -HCM + Finance views (FTE vs budget vs cost center) -Leadership packs that used to live in 12 messy Excel files Composite isn’t fancy stuff for architects. It’s how you build decision-ready stories instead of isolated reports. 4️⃣ Where AI fits into all this ->AI will help: -Suggest fields -Build draft charts -Answer “Show turnover by region” in plain English But AI won’t decide: -Is this a list (Advanced)? -Is this a pivot (Matrix)? -Is this a narrative with 4–5 metrics (Composite)? That judgment is the difference between a fresher and a senior consultant Mastering Advanced, Matrix, Composite isn’t just reporting. It’s moving from report builder to Workday insight architect.

Anthropic just changed what’s possible inside the HR function with the launch of a specialized Human Resources plugin. You can now: 1️⃣ Run compensation analysis (/comp-analysis) 2️⃣ Draft an offer letter (/draft-offer) 3️⃣ Generate an onboarding checklist (/onboarding) 4️⃣ Create a people report (/people-report) 5️⃣ Structure a performance review (/performance-review) 6️⃣ Find and explain company policy (/policy-lookup) Beyond workflows, it supports: 💰 Compensation benchmarking 🎯 Interview preparation 🏗️ Org planning (headcount modeling, org design) 📊 People analytics (including turnover analytics) I tested the compensation analysis across three roles in the US and Europe. The ranges were highly accurate. If this scales, this is not just a productivity tool for HR. It's a structural threat to traditional compensation data providers like Mercer, Aon, Korn Ferry, WTW, Ravio, and Figures. But it goes beyond compensation. It bundles what used to sit across multiple vendors into one AI layer. That makes HR’s job easier and compresses the value chain: access becomes instant, drafting automated, benchmarking embedded. 🔄 The real differentiation in HR is shifting: From access to data → to quality of judgment From reporting insights → to shaping decisions From running processes → to driving business outcomes This is great news as we continue shifting from admin-based HR that produces information to HR that drives business decisions.

Stories in People Analytics: The Future of SAP SuccessFactors Reporting Navigating reporting and analytics in SAP SuccessFactors can be overwhelming, especially with the diverse tools and capabilities across different modules. Here’s a quick snapshot of how reporting features vary across modules like Employee Central, Onboarding Compensation, and Performance & Goals. Here is the break down of reporting options by module. * Tables and Dashboards are the basics—great for quick overviews, but some modules have limitations. * Canvas Reporting is where you go for deeper, more detailed insights, especially for modules like Employee Central or Recruiting Management. * Stories in People Analytics is the standout—it’s available for every module and offers dynamic, unified reporting. * Some modules, like Onboarding 1.0, still rely on more limited options, reminding us that it’s time to upgrade where we can. Takeaway: Understanding which tools align with your reporting needs is critical for maximizing the value of SAP SuccessFactors. Whether you’re focused on operational efficiency or strategic insights, this matrix can serve as a guide to selecting the right tool for the right task. How are you approaching reporting in SuccessFactors? Are you fully on board with Stories yet? or are you still in the planning phase? Feel free to reach out if you’re looking for insights or guidance! #SAPSuccessFactors #HRReporting #PeopleAnalytics #HRTech #TalentManagement

📌 Power BI Breakdown # 3: HR Analytics HR teams have more data than ever before. But are they using it effectively? Employee turnover, absenteeism, and engagement levels all hold critical insights that can shape the success of an organization. Yet, many HR teams still rely on fragmented reports and manual analysis. This is where a well-built HR Analytics Dashboard comes into play. In this 3rd post of the Power BI Breakdown series, I’m sharing a demo I’ve recently built for HR teams. The dashboard can help companies tackle key workforce challenges: ⤷ Why are employees leaving? ⤷ Which departments have the highest turnover? ⤷ What factors contribute to employee satisfaction? But realistically, what data do you need? Building a similar dashboard in Power BI requires integrating multiple data sources: 🔹 HRIS (e.g., Workday or SAP) → Employee records, tenure, salary, job position 🔹 Payroll System (ADP, Paycom, QuickBooks Payroll) → Compensation and salary trends 🔹 Engagement & Performance (SurveyMonkey, Lattice, Culture Amp) → Satisfaction scores, turnover risks 🔹 Recruitment Data (LinkedIn, Indeed, etc.) → Hiring sources, candidate pipeline Once you bring all these data sources into a centralized data warehouse, you can merge them and unlock critical insights such as: ☑ Turnover Rate by Department → Identify which teams struggle with retention ☑ Departure Reasons → Analyze why employees leave (salary, engagement, career growth) ☑ High-Risk Employees → Spot individuals with low satisfaction & high turnover risk ☑ Recruitment Effectiveness → Find out which hiring sources bring long-term employees Power BI can help you solve all these problems and truly leverage your HR data, but only if you do it properly :) 🟢 Live Demo Here: https://lnkd.in/egHAqBdg #PowerBI #DataAnalytics #BusinessIntelligence

🔹 What is HR MIS? HR MIS is a structured reporting system that converts HR data into actionable insights for decision-making, compliance, and workforce planning. 📊 Core HR MIS Reports (At a Glance) 🔹 Manpower & Workforce – Headcount, diversity, joiners vs exits 🔹 Recruitment – Open positions, time & cost to hire, source analysis 🔹 Attendance & Leave – Absenteeism, late coming, leave utilization (critical for IR) 🔹 Payroll & Compensation – Payroll summary, OT cost, wage analysis 🔹 Statutory Compliance – PF, ESI, minimum wages, bonus, gratuity (audit-ready) 🔹 Contract Labour (CLMS) – Contractor manpower, license & compliance tracking 🔹 Employee Lifecycle – Onboarding to exit & F&F status 🔹 Attrition & Retention – Turnover trends, risk employees, exit reasons 🔹 Performance Management – Goal achievement, ratings, promotions 🔹 Training & Development – Training hours, cost, skill gaps 🔹 Disciplinary & Grievance – Case status, ageing, IR risk 🔹 Health, Safety & Welfare – EHS, accidents, welfare utilization 📅 HR MIS Reporting Frequency Attendance / Payroll – Monthly Compliance & CLMS – Monthly / Quarterly Recruitment – Fortnightly Training & HR Dashboard – Quarterly 📌 HR MIS Best Practices ✔ Dashboard-driven reporting ✔ Auto-integration with HRMS & biometric ✔ Trend analysis (MoM / YoY) ✔ Exception & compliance-focused 🎯 Management-Ready HR KPIs Headcount vs Productivity Attrition & Absenteeism % Wage Cost % Compliance Status (🟢🟠🔴) IR Risk Index 🌟 HR Insight HR MIS is not about reporting numbers — it’s about anticipating risks, improving decisions, and enabling leadership with clarity. 👇 Which HR MIS report do you rely on the most for decision-making? 💬 Comment below & share your experience #HRMIS #HRAnalytics #HRDashboard #HumanResources #HRLeadership #HRCompliance #PeopleAnalytics #Payroll #WorkforceManagement #HRProfessionals #HRCommunity #HRTransformation #HRIndia #StatutoryCompliance #HRStrategy #LabourLaws #HRPolicy

Workday Bite No39: Discovery Boards or the way of slicing and dicing An integral part of HR information systems is providing insights on what is happening within the organisation. Good reporting with a proper storytelling is key here. The traditional reporting within Workday offers a huge variety of report types to work your data and present it in an easy-to-read way, but getting to a good report is sometimes quite a journey and more often it requires trial and error and just exploring your data usually leads to unexpected and new results and insights you never imagined. The traditional report creation is more suited to building reports where you exactly now, what you want and how you want to present it. It is less of just exploring data. In order to close this gap, Workday introduced Discovery Boards (DB) in 2020. What are they? DBs are an ad hoc reporting and analysis tool with a drag and drop interface similar to Tableau. The beauty here is that you can really explore your data in visualizations. You can slice and dice data in an agile way, get new insights from your data and collaborate with the business to share the information. In addition, you can use the overall DB layout to do proper storytelling, due to the latest options like added labels, descriptions and more that let you create dashboards that answer specific questions and lead the user through it. Of course, you can also use them with PRISM data sources as well and with the latest 2024R2 release you have finally better support for multi-instance fields. Additionally, since it is housed within the Workday Drive you can easily share it with other employees and collaborative on it. You can also create advanced reports from a DB, that allows you to tweak your report first in the DB having it the way you like it and then with a simple click you can convert it into a regular report and adding it to dashboards etc. I love that option, when I initially start working on reports, where I am not sure about the final output yet. By the way, with the new upcoming release you also get now data source recommendations from Workday, which makes it way easier to start report creation, especially when you are new to the game. Check community for the release updates. Furthermore, you can also add a control panel to DB which allow you controlling all viz on a sheet via a single adjustment. Makes it even more powerful for further slicing. I could continue the list of reasons, why it makes sense to leverage DB, but I am more than happy to have your thoughts on them as well. Do you use Discovery Boards and if so, what are your use cases for them? #workdaybites #workday #haveagreatworkday #peterbauer

People-people know that the questions never stop: who's underpaid, who hasn't moved roles in three years, who's a flight risk, who's the next great manager? The old way of answering: piecing together six reports, an Excel model, a pivot table, a chart, a meeting. Half a day, minimum. A full one if I wanted it to look pretty. Today I asked Rippling AI: "who are our flight risks?" Five minutes later — zero reports opened by me — it had built its own 100-point rubric (compa ratio, stalled progression, manager change, tenure sweet spot), scored every employee, ranked the top 10, and showed the math. It built the rubric. I didn't tell it how to think. It told me how it was going to think, then let me push back. The names that came back? Not all who I would've guessed.... that's the part that hit. Not the speed. (although the speed was pretty great too!) It gave me a place to go do some digging. Validating. A starting point. You don't expect that from an HRIS. You especially don't expect it from one that also runs your payroll and your I-9s. This is where HRIS should be headed. This is the cool sh!t 💩