Dear Friends,
Please let me know what kind of various reports an HR Department can provide to its company's Management Team. It must be comprehensive yet cater to the needs of the management.
If anyone has a sample format request, I kindly ask you to share it with me.
Thanks in Advance.
Regards,
Harikrishna Gaura
From India, Madras
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Please let me know what kind of various reports an HR Department can provide to its company's Management Team. It must be comprehensive yet cater to the needs of the management.
If anyone has a sample format request, I kindly ask you to share it with me.
Thanks in Advance.
Regards,
Harikrishna Gaura
From India, Madras
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absentee report , turnover analysis , exit interview analysis , educational qualification analysis......
From India, Mumbai
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50From India, Mumbai
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Hi Hari,
Apart from all the reports as mentioned by one of our former members, Pranati, you may prepare leave records, weekly attendance reports, and, above all, Management Information System (MIS) reports.
An MIS report is known as a Management Information System, providing information on the manpower status of a specific month, location, and overall scenario. It assists management in decision-making processes, such as identifying reasons for resignations and areas with high attrition rates, among other factors crucial for decision-making. With the help of MIS, you can generate various reports like annual attrition, region-wise attrition, region-wise manpower distribution, graphical representations of manpower status across regions, and more.
By preparing these reports, you will not only aid in decision-making but also become proficient in creating similar formats in the future.
I am outlining the content sheet-wise:
First Sheet:
Details of Employees
a. E. Code
b. Name of employee
c. Date of birth
d. Designation
e. CTC
f. Address for communication
g. Permanent address
h. Contact number
i. Blood group
j. Maximum qualification
k. Extra qualification
l. Total Experience
Second Sheet:
Salary Structure
List the complete salary structure and include a column for post-revision salaries.
Third Sheet:
New Joinees
Record the names of new joiners for the month along with details like CTC, Designation, DOB, etc.
Fourth Sheet:
Resigned Employees
Document the names of employees who resigned during the month, including details such as name, designation, date of joining, date of resignation, and last working day.
Fifth Sheet:
Attrition Rate
Utilize the MIS report to analyze attrition rates, qualification data, team management reports, and more to generate comprehensive reports.
Regards,
Amit Seth
From India, Ahmadabad
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Apart from all the reports as mentioned by one of our former members, Pranati, you may prepare leave records, weekly attendance reports, and, above all, Management Information System (MIS) reports.
An MIS report is known as a Management Information System, providing information on the manpower status of a specific month, location, and overall scenario. It assists management in decision-making processes, such as identifying reasons for resignations and areas with high attrition rates, among other factors crucial for decision-making. With the help of MIS, you can generate various reports like annual attrition, region-wise attrition, region-wise manpower distribution, graphical representations of manpower status across regions, and more.
By preparing these reports, you will not only aid in decision-making but also become proficient in creating similar formats in the future.
I am outlining the content sheet-wise:
First Sheet:
Details of Employees
a. E. Code
b. Name of employee
c. Date of birth
d. Designation
e. CTC
f. Address for communication
g. Permanent address
h. Contact number
i. Blood group
j. Maximum qualification
k. Extra qualification
l. Total Experience
Second Sheet:
Salary Structure
List the complete salary structure and include a column for post-revision salaries.
Third Sheet:
New Joinees
Record the names of new joiners for the month along with details like CTC, Designation, DOB, etc.
Fourth Sheet:
Resigned Employees
Document the names of employees who resigned during the month, including details such as name, designation, date of joining, date of resignation, and last working day.
Fifth Sheet:
Attrition Rate
Utilize the MIS report to analyze attrition rates, qualification data, team management reports, and more to generate comprehensive reports.
Regards,
Amit Seth
From India, Ahmadabad
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Hi All Thanks for your inputs. I have not worked on Turnover Analysis could any one of you guide me how to prepare that report. Regards Harikrishna Gaura
From India, Madras
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From India, Madras
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Hi Hari,
We calculate the attrition rate using a formula. The formula for the same is:
Attrition rate = Number of resigned employees / Available Manpower * 100
So, if the number of employees in a month was 200, out of which 10 resigned and 20 joined as new employees, then the available manpower would be 200 - 10 + 20 = 210. Therefore, the formula would be: 10 / 210 * 100.
Regards,
Amit Seth.
From India, Ahmadabad
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We calculate the attrition rate using a formula. The formula for the same is:
Attrition rate = Number of resigned employees / Available Manpower * 100
So, if the number of employees in a month was 200, out of which 10 resigned and 20 joined as new employees, then the available manpower would be 200 - 10 + 20 = 210. Therefore, the formula would be: 10 / 210 * 100.
Regards,
Amit Seth.
From India, Ahmadabad
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Hi Hari,
I feel that the MIS report should have the contents as mentioned. In fact, I also prepare the same at my workplace, but I would like to add one more thing. The main disciplinary actions taken in a month and special events organized at your workplace can also be reported.
To make your report self-explanatory, you can also use bar graphs to indicate the difference in the manpower status of two months.
That is all from my side.
Regards,
Pooja
From India, Jalandhar
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I feel that the MIS report should have the contents as mentioned. In fact, I also prepare the same at my workplace, but I would like to add one more thing. The main disciplinary actions taken in a month and special events organized at your workplace can also be reported.
To make your report self-explanatory, you can also use bar graphs to indicate the difference in the manpower status of two months.
That is all from my side.
Regards,
Pooja
From India, Jalandhar
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Hi Hari!!
As my company is in the project phase, we are conducting recruitments in huge numbers. We are also tracking the total number of interviews, total selects at each level in all departments, total offers made, offers not accepted, and their reasons.
In our Monthly Management Information System (MIS), we include the recruitment costs, budgets of various engagement activities, etc. At the beginning, we highlight the month's achievements, such as the department with the highest recruitment, activities performed during the month, etc.
Warm Regards,
Sackshi
From India, Kota
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As my company is in the project phase, we are conducting recruitments in huge numbers. We are also tracking the total number of interviews, total selects at each level in all departments, total offers made, offers not accepted, and their reasons.
In our Monthly Management Information System (MIS), we include the recruitment costs, budgets of various engagement activities, etc. At the beginning, we highlight the month's achievements, such as the department with the highest recruitment, activities performed during the month, etc.
Warm Regards,
Sackshi
From India, Kota
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Hi Amit,
I have a slight difference of opinion in your calculation. In the total manpower, you are deducting the people who left, and then you are dividing the people left by the net headcount. In this way, the net headcount is excluding the people who left, and the base does not contain those people. So, ideally, the formula should be:
People who left / (net headcount + people who left)
This way, you are calculating the percentage out of the base from which people left. So, in your example, 10 / (210 + 10) * 100 is the right way of calculating the Attrition %.
Regards,
Raghu
From India, Madras
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I have a slight difference of opinion in your calculation. In the total manpower, you are deducting the people who left, and then you are dividing the people left by the net headcount. In this way, the net headcount is excluding the people who left, and the base does not contain those people. So, ideally, the formula should be:
People who left / (net headcount + people who left)
This way, you are calculating the percentage out of the base from which people left. So, in your example, 10 / (210 + 10) * 100 is the right way of calculating the Attrition %.
Regards,
Raghu
From India, Madras
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Dear Friends You can also add the training held details/Incedents /accidents and Govt and other Officials visits in MIS Regards malladi_alps :lol: :lol: :lol:
From India, Madras
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From India, Madras
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Hi Harikrishna,
Being in recruitment, I can say that you may also include reports on:
- Source-wise recruitment
- Total payments made to consultants in a month
- Total cost saved by recruiting through other sources
- Graphical comparison of recruitment costs for every quarter
- Total pending positions at the end of the said month.
Additionally, you may consider additional reports such as:
- Offers declined by prospects in a month and reasons for the same
- Reasons for employee resignations in the same month they joined
Regards,
Poorvi Shah
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Being in recruitment, I can say that you may also include reports on:
- Source-wise recruitment
- Total payments made to consultants in a month
- Total cost saved by recruiting through other sources
- Graphical comparison of recruitment costs for every quarter
- Total pending positions at the end of the said month.
Additionally, you may consider additional reports such as:
- Offers declined by prospects in a month and reasons for the same
- Reasons for employee resignations in the same month they joined
Regards,
Poorvi Shah
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Dear Poorvi,
That's a good input. It would be nice to show the efforts put in by the recruiter regarding how many candidates were sourced for various positions, the number of accepted offers, and declined offers. Additionally, knowing how many candidates made it to the final round but didn't convert into an offer would help in better planning for future requirements.
Thanks & Regards,
Harikrishna Gaura
From India, Madras
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That's a good input. It would be nice to show the efforts put in by the recruiter regarding how many candidates were sourced for various positions, the number of accepted offers, and declined offers. Additionally, knowing how many candidates made it to the final round but didn't convert into an offer would help in better planning for future requirements.
Thanks & Regards,
Harikrishna Gaura
From India, Madras
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Hi Hari,
You have received input from various sectors. I am from the manufacturing unit. You can include much information like manpower output ratios in the MIS report, which can help in determining the efficiency of the department, team, and individuals.
Regards,
Jayachandran AK
From India, Panvel
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You have received input from various sectors. I am from the manufacturing unit. You can include much information like manpower output ratios in the MIS report, which can help in determining the efficiency of the department, team, and individuals.
Regards,
Jayachandran AK
From India, Panvel
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Hi Pranati,
I am a CiteHR member. I am doing some exit interview analysis based on the exit interview forms filled out by our employees who have left. I would like to have a format for creating a general report. Can anyone help me with this?
Thanks & Regards,
Supriya
From India, Delhi
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I am a CiteHR member. I am doing some exit interview analysis based on the exit interview forms filled out by our employees who have left. I would like to have a format for creating a general report. Can anyone help me with this?
Thanks & Regards,
Supriya
From India, Delhi
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Dear Gaura, In addition to all these things you can also include daily absenteeism data in the MIS sheet. Truly Yours, Kumar.H.P
From Hong Kong
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From Hong Kong
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