8 of April, 2025

The Human Resources department has to deal with a series of tasks every day, which tend to repeat over time. To save time and resources, it may be essential to define your HR dashboard indicators.

Many of the HR department’s tasks tend to be administrative, such as managing payrolls, contacts or employees’ vacations. With the aim of centralizing processes, the dashboard and the HR reports come into play, which reduce the margin of error.

Do you want to know what indicators your company’s HR dashboard should have? We give you all the necessary information here!

What is an HR dashboard?

An HR dashboard, also called Balanced Scored, is a tool that companies have to effectively monitor the management of different team tasks. This tool helps ensure everything works well.

In this way, it allows the department to have a strategic and general perspective. For this, data that emerge when comparing the real situation of our company with the set objectives are collected. It is a dashboard that can be used in all departments, especially with the help of a KPI software.

The company will be able to quickly access the key information, being essential when managing the objectives, as it enables the detection of irregularities or critical failures. Additionally, it can be displayed in charts for faster understanding.

What are the HR dashboard indicators

Once we have explained what a dashboard is, you should know what indicators are and how to carefully select them to be the most suitable for your entity

The HR dashboard indicators are metrics used to evaluate and monitor the impact of certain policies and measures in a company. These measures provide qualitative and quantitative information on certain aspects important for Human Resources.

Types of HR dashboard indicators

These indicators are set up based on the organization’s needs and can be of several types. However, they should be reviewed and new KPIs added or removed based on the relevance of the information they provide or not.

Here are three of the HR dashboard indicators:

Measurement indicators: These monitor basic elements of department or company activities, such as activity tracking or absenteeism.
Quality indicators: These quantify various elements or opinions based on a specific parameter.
Complex indicators: with responses to several specific elements. These depend on the company’s organization and can be predefined or developed internally according to objectives.

Categories of HR dashboard indicators

However, the HR dashboard indicators may vary depending on each company’s needs, its structure, and goals. Some of the most common categories are:

Monetary indices. These are linked to employee remuneration and finances. They include those related to the costs of HR management: the team’s salary cost, new hires, accidents, layoffs, or R&D.
Internal communication indicators. These include, for example, the number of complaints and suggestions that the staff makes, the work environment, or the distribution of information between departments.
Work environment indicators. These are those that measure the level of satisfaction and commitment of employees with the entity. Metrics such as the job satisfaction index, the level of commitment, or the employee retention rate can be included.
Absenteeism indices. These include the cost of work absenteeism, the employee’s average sick leave days, or the number of sick leaves caused by stress, by category, age, or gender.
Training and capacity indicators. These quantify the impact of teaching and personnel development initiatives. Metrics such as investment in training, the number of courses offered, or the total number of workers who have received it can be used.
Management indices. This is the group that includes more KPIs. These calculate productivity, the attraction and selection of talent, the effectiveness of personnel selection processes, or employee performance.

These are just some examples of the HR dashboard indicators. Their choice depends on the strategic objectives and needs of each organization. As we know this is a complex task, at Sesame HR we want to assist you with our HR software.

Benefits of having HR dashboard indicators

Having the HR indicators for our company’s dashboard can have multiple advantages. Among them, some of the benefits we list below are included.

Measure the performance of our team

An integral HR dashboard and its indicators help to know firsthand and with great reliability the performance of the different areas of the company. These offer a global vision of the entity thanks to the performance evaluation of the staff.

For this, they provide both qualitative and quantitative data that facilitate the evaluation of both the performance and the efficacy of the practices that have been carried out from Human Resources.

Helps in decision-making

It allows defining both the strategic, operational and technical objectives that the company must follow. They also choose the methods of achieving the values.

These indicators, based on objectives, provide necessary information to make certain decisions motivated by the data obtained. These are updated to provide a clearer and updated view. Thus, talent management policies are improved.

Evaluate the impact of actions

The HR dashboard indicators reveal the impact that the decisions taken have had so far. One way to measure it is with the ROI calculation of training or evaluating the effectiveness of the recruitment process.

Similarly, they reveal which are the areas of improvement or most problematic that generate bottlenecks or deficiencies when managing talent. Thus, measures can be taken to correct them, increasing efficiency.

It should be noted that the indicators of the HR dashboard provide a historical view over time, so it can help identify the patterns that the company follows. The company can use this information to anticipate future needs and implement appropriate strategies.

Communication

These data provide an objective basis to improve communication and dialogue between the managers of different areas and the Human Resources department. Concrete and measurable data facilitate understanding.

Better understanding provides a greater identification with the objectives, effectively communicating the achievements obtained in terms of HR management and areas to improve.

The indicators of the HR dashboard provide very useful and necessary information for the management of your company. Now that you know how to use these indices, it is up to you to apply them.

Sesame HR’s HR dashboard

A very important digital tool that can help us with all kinds of processes in terms of human resources processes is Sesame HR. This is a digital solution that will help us manage all long and exhaustive processes in a very simple and quick way.

Never before has it been so easy to create a dashboard or track all processes as it is now. This Human Resources software is the ideal tool for any manager as it allows him to have access to his system from wherever he is. All you need is a smart device and a stable internet connection.

In this way, you can already have total control over the tasks and functions that are being carried out within the human resources department and you will be aware of all the updates that arise in this area.

Do you want to control the management of your team from an intuitive, simple, and effective dashboard? Register and get a free 14-day trial of Sesame HR.

Customer-oriented, both internally and externally, specializing in the definition and implementation of HR policies, as well as talent management, recruitment, and retention. Strong leadership, communication, negotiation, organization, and team coordination skills. Over 12 years of experience in Human Resources.

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iriserrador

HR Content Specialist

What HR indicators should a dashboard have?