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Extending BambooHR's built-in reporting with tailored multipage reports.
HR software can help organizations manage a wide range of HR-related tasks and processes more efficiently and effectively. Some common examples of HR software include tools for managing employee records and information, tracking and managing employee time and attendance, and providing performance management and feedback. HR software can also help organizations automate and streamline many of their HR processes, such as hiring and onboarding, benefits administration, and compliance with labor laws and regulations.
We have worked with number of organisations to help build bespoke, multipage reporting based on BambooHR data. We have also integrated with extrnal timesheet, payroll and ERP systems for more detailed and versitile reporting on employee's attendance and performance.
Preparing monthly PowerPoint presentations with your HR data?
We may save your time with Power Bi report which are completely exportable to PowerPoint. Most HR teams that we have worked with have replaced thier Monthly/Quaterly PowerPoint issued to directores and executives with our reporting.
Interested in hearing more? Book a free consultancy with one of our senior engineers in here.
A people performance report is a document or presentation that provides information and insights about the performance of an organization's employees. This type of report typically includes data and metrics related to key performance indicators (KPIs) for individual employees or teams, such as productivity, efficiency, quality, and customer satisfaction. People performance reports are often used by HR managers and other leaders to assess the overall performance of the organization's workforce and identify areas for improvement. They may also be used to track progress and evaluate the effectiveness of HR policies and initiatives.
A talent management report is a document or presentation that provides information and insights about an organization's talent management efforts and the effectiveness of its strategies for attracting, retaining, and developing its workforce.
One use case for an overtime monitoring report is for organizations to track and manage the amount of overtime worked by their employees. This type of report might include data and metrics such as the total number of hours worked by each employee, the number of overtime hours worked, and the total cost of overtime pay. An overtime monitoring report can help organizations ensure that they are complying with labor laws and regulations related to overtime pay, and can also help them identify trends and patterns in employee overtime usage.
This type of report is typically used to help companies understand their overall compensation structure and to make decisions about how to adjust salaries and other forms of compensation in order to attract and retain top talent. Some salary and compensation reports may include information on bonuses, benefits, and other forms of compensation that are offered to employees in addition to their regular salaries.
A retention report is a document that provides information about the rate at which an organization is able to retain its employees. This type of report typically includes data on the number of employees who leave the organization over a given period of time, as well as the reasons for their departure. Retention reports can be useful for companies because they can help identify potential problems with employee retention and provide insights into what changes may be necessary in order to improve retention rates. Some retention reports may also include data on employee satisfaction and engagement, which can be useful for identifying potential issues that may be contributing to high turnover.
An employee net promoter score, or eNPS, is a measure of how likely an organization's employees are to recommend their workplace to others. This metric is calculated by asking employees to rate their level of satisfaction with their job on a scale of 0 to 10, with those who rate their satisfaction as a 9 or 10 being considered "promoters" of the organization. The eNPS is then calculated by subtracting the percentage of employees who are "detractors" (those who rate their satisfaction as a 0 to 6) from the percentage of employees who are promoters. The resulting score can range from -100 to 100, with a higher score indicating a greater likelihood that employees will recommend the organization to others. eNPS is often used as a measure of employee engagement and satisfaction.
