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Think like a Developer: Understanding HR Dashboards

Think like a Developer: Understanding HR Dashboards

Human Resources Dashboards 

In their simplest form, dashboards are clear, convenient displays of data that allow for reporting on key metrics. This post will discuss the ways in which UKG Pro users can use dashboards to uncover important people-related metrics and make more informed human resources decisions. We will review the steps you need to follow to ensure your dashboards are valuable tools that can help your team continue to succeed. 

UKG Dashboards Provide Actionable Insight 

At the click of a button, dashboards can provide immediate, actionable insight into the organization, and more specifically, human resources functions. Furthermore, dashboards can be configured to provide different people access to information pertinent to their role. The immediate availability of this data is often overlooked, yet crucial to the value dashboards can add to data-driven human resource practices. Higher quality analysis of people related data allows for more informed business decisions. 

As an example, an organization’s HR department may want to look at their diversity practices. A dashboard in UKG could demonstrate information such as ethnicity, gender, or age group by department, region, or other organization level. Dashboards can compile and present this information in a variety of charts or graphs that showcase data to answer your organization’s important questions.  

Watch the recording of our Webinar on this topic here: 

Click here to dowload the slides used during our presentation

Visualize How Your UKG Dashboard Should Look 

Dashboards provide graphical representations of data on-demand; however, it is important to take a few moments to visualize, plan and execute with purpose. Make sure your team finds value in your work and can use your dashboards as tools for growth. 

Step 1 

Define which data is most useful when reporting on HR KPIs. Start the definition process in broad categories, then narrow down to more granular information. Let organizational objectives and current HR practices guide the definition process. Using your team’s current view of the data (by department, by location, etc) will guide you towards what they find most important. From there, you will be able to determine the type of report that would be most appropriate, such as a list report, chart, or filterable data, among other options.  

Questions to consider in this step: 

  • Which HR metrics are most important?  

  • How are important metrics viewed currently? 

  • What terminology is used to make decisions? 

  • How does terminology translate into data categories? 

Step 2 

Compare current data against past performance and then establish future goals. Comparisons should span long periods of time so that macro trends can be uncovered. For example, at a company with seasonal workers, employee turnover month over month would tell a much different story than comparing specific points in time like Q1 2021 vs. Q1 2020. Looking at a wider set of data will provide a clearer image of the actual story behind your data.  

Questions to consider in this step: 

  • What does the important data look like now?  

  • How does current data compare to the same data set from one year ago? 

  • How does current data compare to our future goals? 

Step 3 

Define the audience and the information they need to make decisions. The goal with dashboards is to present relevant data rather than all data, and different audiences will require different information. For example, executives may want macro-level views of data while a supervisor may want more granular information. Keeping this in mind will ensure that your team members are getting the most value from their UKG dashboard. Remember, dashboards are interactive, so if your audience needs to drill down to more granular views, you can give them the option to do so. 

Questions to consider in this step: 

  • Which audiences will be using UKG dashboards? 

  • How do they look at data? 

  • What information does each audience need to make decisions? 

UKG Dashboard Action Plan 

Developing a clear action plan is the next step in seeing your dashboard ideas from start to finish. Finding manual HR processes that could be automated can be a good place to start. Oftentimes, these manual processes provide opportunities for automation and valuable dashboards.  

Follow these steps when developing an action plan for UKG dashboards: 

  • Compile a list of ideas. Be sure to gather input from all key players. 

  • Prioritize the list of ideas in terms of urgency or level of impact. 

  • Map out the action steps for each idea. 

  • Schedule the action steps. 

Dashboard Execution 

In the final stage, you will set up your dashboards and decide how you want these dashboards delivered. For UKG Pro users, some options include the click of a button, a menu view for multiple dashboards or scheduled e-mail delivery. In our recent webinar, UKG dashboards expert, Michelle Calara, demonstrates how to execute this useful tool. Watch the clip of recording below (for the full webinar recording click here)


Mosaic offers pre-built UKG Pro dashboards that give you immediate access to important data and help your organization make informed decisions. Click here to learn more

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