Category: HR Management

Creating an HR monthly report template is a key tool for tracking a company’s workforce health, employee engagement, and compliance with policies.

Such a report consolidates data, insights, and key HR metrics into one document, providing management with a clear, actionable overview.

With a structured report template, HR teams can consistently monitor critical factors like recruitment, retention, training, and policy compliance.

This monthly summary is invaluable for assessing workforce trends, identifying improvement areas, and supporting strategic planning. Here’s an in-depth look at five core components that every effective HR monthly report should include.

5 Major Components of an HR Monthly Report, Brief Checklist

An effective HR monthly report template is comprehensive and provides insights into various workforce conditions.

Below are the essential components every HR team should cover to ensure a balanced view of employee metrics, recruitment, training, engagement, and compliance.

1. Employee Metrics

Headcount  : Headcount offers a clear view of the total workforce, tracking the number of employees, recent hires, and separations within the reporting period. This metric highlights growth, stability, or reductions in the company’s workforce.

Turnover Rate  : The turnover rate is the percentage of employees who leave the organization, divided into voluntary and involuntary separations. Monitoring turnover helps assess workforce stability and identify departments that may require retention strategies.

Retention Rate  : This metric indicates the percentage of employees who stay with the company over a defined period. A high retention rate often reflects strong employee satisfaction and a supportive work environment, crucial for long-term business success.

2. Recruitment and Staffing

Open Positions  : Tracking open positions helps gauge hiring demands and evaluate the efficiency of recruitment efforts. It provides insight into which roles are consistently in demand and identifies gaps within teams.

Time to Fill  : Time to fill refers to the average duration taken to recruit for open positions. This metric helps HR assess the speed and efficiency of hiring processes, with shorter times often indicating effective recruiting methods.

Sources of Hire  : Analyzing sources of hire reveals the most successful channels, whether job boards, referrals, or social media. This insight can optimize recruitment budgets by focusing on channels that yield the best hires.

Learn more about how this process works on HR recruitment strategy.

3. Training and Development

Training Hours : The total training hours show the company’s commitment to employee growth and skill development. Higher training hours reflect investment in workforce capability, fostering productivity and adaptability.

Participation Rates  : Participation rates in training programs show employee engagement with development opportunities. Tracking this rate helps HR teams understand which programs are effective and where improvements may be needed.

Skill Development Metrics  : Skill development metrics measure the impact of training, highlighting skills acquired or improved. This data ensures training programs align with organizational goals and meet employee development needs.

 4. Employee Engagement and Satisfaction

Survey Results  :Survey results summarize feedback on engagement or satisfaction, giving a snapshot of employee sentiment. These insights help HR address areas needing improvement in work culture and team morale.

Participation Rates  : Participation rates in engagement initiatives indicate employees’ interest in workplace activities, showing their level of involvement in the company’s cultural and social programs.

Feedback Trends : Analyzing feedback trends helps HR understand patterns in employee sentiment, offering actionable insights for policy improvements and a positive workplace culture.

Read more: 3 HR Survey Tools for Employees, Our Best Recommendation

 5. Compliance and Policies

Policy Updates: Regular policy updates keep the workforce informed of any changes in HR policies or procedures. This ensures that employees remain aligned with company standards and legal requirements.

Compliance Issues: A summary of compliance-related incidents or concerns is essential to avoid legal risks and maintain ethical standards. Tracking these issues also supports transparent reporting and continuous improvement in compliance practices.

Benefits of Creating HR Monthly Reports

Why bother creating HR monthly report template? Good questions, here are several benefits you can get:

Data Insights: Provides critical data for informed decisions and trend analysis.

Accountability: Holds HR accountable for meeting goals and aligning with organizational objectives

Transparency: Keeps stakeholders informed and encourages feedback for improvements

Understanding Sentiment: Identifies areas for improvement in employee satisfaction and retention

Tracking Compliance: Assists in monitoring adherence to labor laws and identifying potential risks

So, how far along is your report creation progress? To make things simpler, you might just download HR monthly report template. Download the materials from our website and customize your own.

IQ alone is not enough, to be a productive and professional workforce you need good EQ skills. EQ, or Emotional Intelligence, is an individual’s ability to use and understand the emotions of oneself and others.

This is one of the indicators that can affect a person’s success. This argument is proven through the response of Steven Stein and Howard who wrote the book EQ Edge: Emotional Intelligence and Your Success.

On this occasion, we would like to explain a little about what you need to know about emotional intelligence from the point of view of the book’s authors. This material can be a presentation or discussion material developed to increase employee understanding of the importance of EQ, let’s see the full explanation below.

Emotional Intelligence Framework According to Steven Stein

In general, Steven Stein calls emotional intelligence divided into 5 points, namely the interpersonal realm, intrapersonal realm, adaptability realm, and stress management realm, and general mood realm.

(We might not able to cover all these topics, but don’t worry there is a solution for that so keep reading and you’ll know). What is meant by these terms? Here is an explanation.

1. The Intrapersonal Realm

In a simple terms, the intrapersonal realm concerns your ability to know and manage yourself. At least it embraces self awareness, assertiveness,independence, self-regard, and self actualization.

• Self awareness: The ability to recognize how you’re feeling and why you’re feeling that way and the impact your behavior has on others
• Assertiveness: Its simply a capability to clearly express your thoughts and feeling, stand your ground and defend a position
• Independence: The ability to self-directed and self-controlled in your thinking and action and to be free of emotional dependency. Independent people are self-reliant in planning and making important decisions
• Self regard: It is an ability to appreciate your precieved positive aspects and posibilities as well as to accept your negativity but still feel good about yourself.
• Self actualization: Namely its another capability to realize your potential capacity. This component of EQ is manifested by becoming involved in pursuits that lead to a meaningful, rich, and full life

Well, five of them is indeed important make sure to undertand well and learn to master them. But that just intrapersonal aspect, the next is interpersonal one.

2. The Interpersonal Realm

Interpersonal realm covering your concerns on “People skills” you ability to interact and get along with others. Sound challenging? Yes it is. Interpersonal realm composed of three things which is emphaty, social responsibility, and interpersonal relationship.

• Emphaty: It means ability to understand what others might be feeling and thinking. It is the capability to view the world through another person eyes

• Social responsibility: To put it simply, its a capability to demonstrate that you are cooperative, contributing and constructive member of your social group
• Interpersonal relationship: Ability to create and maintain relationship that are mutually benefical and marked by give and take, providing sense of emotional closeness

Some people might thinking intrapersonal realm is easier, while its possible for others not agreeing it. Rather interpersonal might be the most annoying one.

But that’s fine, enhancing EQ isn’t something that you can do it fast it takes time and the process may vary depending on each of people.

Read more:HR Strategy Presentation Template Slides, Your Comprehensive Guide

3. The Adaptability Realm

Adaptability realm is one of the five core components of emotional intelligence as defined by Steven Stein and Howard Book in their book, “The EQ Edge: Emotional Intelligence and Your Success.”

This realm represents a person’s ability to navigate change, adapt to new situations, and remain flexible in the face of challenges.

• Reality Testing: The ability to accurately assess situations and make realistic judgments.
• Flexibility: The willingness to change one’s perspective or approach when necessary.
• Problem-Solving: The capacity to identify and address issues effectively.

And that’s it, we already explain three out of five components realm based on perspective of Steven Stein.

Want to learn more of it? Download our free materials and template about management HR including full explanation Emotional Intelligence. Get it today for free or download our the paid version for better experience.

Thinking of doing a presentation tomorrow but don’t know what to talk about? You might interested to try explaining the concept of “Good to Great” for your your team.

For those of you who have been studying HR management for a while, you might be familiar with this term coined by Jim C. Collins.

He is an American researcher, writer, speaker and consultant who focuses on the subject of business management and corporate growth.

One of the popular concepts he introduced is “Good to great”, this refers to a process of making something better into great.

Sounds interesting enough? We’ll dig deeper into what is actually hidden on the concept and its key value. Kindly, continue to read.

Understanding What is Good to Great?

As we said earlier, Good to Great is a concept or process of transforming a company to reach the greatness.

In our opinion, this concept seems want to underlined something important. Yes, sometimes companies already feel good and that is enough, so they are reluctant to reach a higher level.

In fact the status of “Good” is just the beginning. Companies should be able to reach the point of “Great” as their main goal.

This principle is very important in business, to ensure that the business does not stagnate and continues to change for the better over time.

The change that occurs does not have to be spontaneous but rather gradual. More or less, this is what is referred to as the concept of good to great in general way.

The Key Points of Good to Great (For Your Presentation Slides)

Well, after understanding what the concept of good to great is. Next, we will discuss what steps or strategies must be taken to achieve it.

This material can be an outline or discussion points that you can explain on presentation slides when conducting meetings with company teams or internal organization members. Here are the key points.

1. Implementing Level 5 Leadership

Level 5 leadership is a leadership concept that is relevant to the concept of good to great. Companies that want to transform from good to great are encouraged to apply this principle.

These five levels start from level 1 (the lowest) to level 5 (the highest), which is similar to pyramid.

• Level 5: Executives, building enduring greatness through a paradoxical combination of personal humility and professional willpower
• Level 4: Effective leader, catalyzing commitment and pursuit of a clear and compelling vision, stimulating the group with high standards of performance
• Level 3: competent manager, organizes people and resources to achieve set goals effectively and efficiently
• Level 2: contributing team leader, contributes to the achievement of group goals, works effectively with others
• Level 1: competent individual, making productive contributions through talent, knowledge, skills and good work habits

2. Confront the Brutal Fact, Keep the Faith

From the start, becoming a great company is not easy and this is a fact. In the his principle Collins reiterates that companies that want to go from good to great need to face their biggest challenges.

Maintain an unshakable faith that you and your team will win and succeed no matter what the difficulties are. But at the same time be ready for whatever happens later whether the results match or not with what has been planned.

This brutal fact is what makes this concept sound easy but very challenging for companies whether small or large scale.

You might interested: Diagnosing Organizational Effectiveness, Method and Its 3 Benefits

3. Culture of Discipline

This may not be something new or even classic. Collins says that companies that want to achieve good to great make discipline their culture.

Your company must cultivate discipline including in terms of thinking as well as action. In this principle, the workforce not only works but they have responsibilities.

A culture of discipline leads to positive outcomes ranging from a commitment to continuous growth, self-improvement, and better contribution.

Jim Collins also said that a culture of discipline is the cornerstone of enduring greatness.

Alright, that’s all we can say about general perspective of “Good to Great”, these three topics is quite interesting for presentation topics. In case you want to know more about this principle, we recommend you to buy good to great book by Jim Collins for detailed explaination.

Also don’t forget to get your free template about good to great from professional HR management.

Have you ever heard the term diagnosing organizational effectiveness? This term refers to a systematic process to assess and improve the performance of an organization.

Generally, this is one of the most important materials to be learned by HR management to maximize performance in a company.

What Method Used for Diagnosing Organizational Effectiveness?

There are generally many methods or models used to conduct organizational effectiveness diagnosis. We will describe some of the most popular methods and the key points applied to the concept

1. McKinsey’s 7S Model

Firstly, there is the McKinsey 7S model which was first created by Tom Peters and Robert Waterman in the early 1980s. This method is quite popular and is widely applied by companies both from within and outside the country.

In its application, the McKinsey 7S concept contains several points such as

• Structure: Organizational design and management structure
• Systems: Management systems and technology
• Staff: Human resources and skills
• Processes: Business and operational processes
• Planning: Strategic plans and objectives
• Physical: Physical environment and infrastructure
• Culture: The culture and values of the organization

The advantage of this method is that it helps you understand the broader impact of change initiatives on the entire organization. However, it does not analyze external factors and their impact on the organization.

2. Six Box Weisboard

Furthermore, there is the six box weisbord model which is also quite widely used to diagnose organizational effectiveness. The person who first invented this model was Marvin Weisbord.

This model is prepared to diagnose system problems (goals, structure, relationships, rewards, leadership, and work mechanisms).

Yes, this method emphasizes on the above points to build organizational effectiveness. Furthermore, these points include the following:

• Purpose: Explain the purpose of the organization in a straightforward manner that can be understood by all the workforce.
• Structure: Discusses the organizational structure of power relations and relationships in each department.
• Relationship: refers to assessing the relationships between individuals, groups, and departments effectively.
• Reward: analyzes formal or informal reward systems to ensure fairness and appropriateness.
• Leadership: Focuses on management actions in effectively managing people and facilities to achieve goals.
• Helpful mechanisms provide methods that can help the workforce coordinate their activities this can be in the form of HR SOPs, reports, and so on.

Related posts: 3 HR Survey Tools for Employees, Our Best Recommendation

Benefits of Diagnosing Organizational Effectiveness

There are actually many other models that can be used to diagnose the effectiveness of an organization.

But regardless of the choice of models and methods, it is certain that this action is quite important to improve the quality of a company.  Effectiveness diagnosis can provide the following benefits:

1. Identification for Improvement

By applying one of the diagnosis models above, your company can identify areas or parts that need improvement. For example, the application of Six Box Weisbord, recommends organizations to have a good helpful mechanism to help employees coordinate their activities.

If a business entity has not implemented this aspect well, then the evaluation process can easily focus on that part first.

2. Development of Better Strategies

In addition, effectiveness diagnosis can also provide an overview of the condition of the organization, the challenges it is facing, and the opportunities it can achieve.

By knowing this, the management of the company can determine the right steps to plan a better development strategy in the future. Decisions made based on data can gradually increase organizational effectiveness.

3. Maximizing Effectiveness and Efficiency

Of course, the main goal of effectiveness diagnosis is to reach the peak of stability. When a system and work procedures run well, minimal obstacles, everything is coordinated smoothly, it indirectly affects the level of productivity of the workforce in the company.

Related post: Technology in Performance Management Improves Efficiency and Output

How to Determine Best Method for This?

There is no instant way to determine the diagnosis model of organizational effectiveness. Companies may need to test several existing concepts, then see the changes or progress that have been implemented to assess the suitability of the model to the needs of the organization.

Because each of these models, be it McKinsey’s 7S, Weisbord’s Six Boxes, and others, have their own advantages and disadvantages, no method is 100% perfect.

Please discuss with your internal team and HR to learn more about this issue.

If you wish, hr-management-slides.com provides a template for diagnosing organizational effectiveness diagnosis material. Not only get one discussion, but we have summarized it into one in a complete HR training material package with a total of 15 aspects.

To find out more about this material or consulting about HR issues, you can contact HR consulting services.