HRMS Reporting: A Win on Multiple Fronts

HRMS reporting is a powerful tool. The ability to compile raw data into a useful form of intelligence for better decision making is one of the major advantages of implementing an HRMS and can be a strategic differentiator when utilized to its fullest.

Before HRMS, There Was Paper

Back in the pre-HRMS days, data for HR reporting was scarce. ‘Green screen’ payroll systems were made to process a check, not to produce reports. These payroll systems often only held payroll and tax data, leaving other HR data such as training or development by the wayside. An HR department was forced to keep any data for reporting in a basic format such as disparate spreadsheets or worse….on paper. Trying to compile a comprehensive report often took immense effort and led to a time lag in receiving and assembling the data from various sources.

Clear, Concise and Automated

HRMS reporting has changed this landscape considerably. Our HRMS now holds all HR related data—core HR, compensation, payroll, succession planning, training, etc. in one place, so that it’s easily accessible to those who are granted access.

Regular reporting can now be established and dashboards rolled out to managers via self-service, thus increasing transparency and reach. HRMS reporting is clear and concise due to built-in functionality that allows you to select, slice and dice the data as you wish to get to your desired outcome. After an initial report definition is built, it’s only a matter of running the report going forward, a touch of a button rather than intense work efforts to manipulate the data, as had been done in pre-HRMS days.

HRMS reporting is a win on multiple fronts: from spending less time on administrative reporting to providing relevant intelligence that business leaders crave in these lean times

Now that basic reports can be automated for regular distribution and managers can directly access reports via the HRMS, the HR department can focus their attention on what they do best, the ‘people’ aspect of the job, rather than the mundane administrative tasks.

HR can interact more with their business customers and stakeholders as well as combing through the reports themselves in order to discover trends or business intelligence that may be useful for triggering policy changes. HRMS reporting is a win on multiple fronts: from spending less time on administrative reporting to providing relevant intelligence that business leaders crave in these lean times. HRMS reporting is a key way to save time and money while delivering better value to the business and internal customers.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski