Good and combined information from HR-related information databases such as departmental budgets and headcounts, salary and appraisal reviews, attendance records, exit interviews, employee satisfaction reviews and training management systems can give senior HR and business managers clear views to support better business decisions. They can spot trends earlier and understand what they’re spending in a way that may enable them to make savings without undermining the efficiency or motivation of the workforce.


What we have learned is that the reporting side of many HR and ERP systems is still not intuitive enough for users and often does not support more advanced HR trend reporting and analysis. Moreover, what is missing in most corporate reports is a coherent framework that enables stakeholders to understand the link between people strategies and investments. When reporting requirements are given, the challenge becomes making sure reporting is available in time to support decision making and allow corrective actions not just lessons learned.

  • Assessing the “pain points”, issues, and/or challenges that your HR organization and business leaders face regarding information needs
  • Making sure you get the Right Data in the Right Hands at the Right Time using a mix of pre-built, custom and on-demand collection of reports
  • Developing a relevant reporting architecture that allows you to understand how your business is actually performing
  • Developing management summary that support business decision making
  • Integrating financial and human capital reporting