HR Reporting – the benefits are worth it
As employers, we are governed by a myriad of laws outlining how to employ, manage and pay our employees. They are numerous and complex. There is talk of workplace reforms in the areas of awards, casual employment and enterprise bargaining to improve the system, allowing people to secure well paid work, more easily. Regardless of whether the changes are beneficial or not , there is an expectation you will be aware of these and comply, but this can be easier said than done.
One way you can hold yourself to account and achieve compliance is reporting. HR reporting can be a valuable tool, assisting you to achieve compliance whilst providing you with valuable information to manage your people better. So why report?
Recent Fair Work decision
Take the recent decisions that have been handed down regarding the meaning of casuals and their entitlement to leave, in the case Workpac v Rossato. Casuals that work regular and systematic hours and meet other criteria may be entitled to annual and personal leave accruals etc. Many modern awards now have a casual conversion clause, so checking in with your casual employees and discussing converting to part time may be a requirement. This can be easily missed if not tracked, leading to potential costly problems in the future. We should be reviewing casual work arrangements on a regular basis. By having this as a part of your HR reporting, can help you achieve compliance.
Using casual employment as an example, by developing monthly or quarterly HR Reporting on key HR information, you can protect yourself and your business. The size or your organization may dictate what you report on and how often, so the smaller the organisation, the less areas you may feel you need to report.
Areas you may wish to report on:
- Probation – who is on probation and are they proving they have the skills required for the role. If not, have you commenced conversations and ongoing support to help them pass probation?
- Signing of employment contracts and reading and signing all policies
- Cost of recruitment against budget
- Exit interview feedback – results collated to determine trends that can be addressed to minimize turnover
- Staff turnover figures
- Review dates noted and tracked for e.g. graduates, juniors, casuals, employees on visas, maximum term contracts
- Position descriptions issued and up to date
- Performance reviews completed on an annual or biannual basis
- KPIs achieved
- Productivity measures achieved
- Salary benchmarking occurs as a retention strategy
- Personal development plans put in place and completed
- Training costs tracked to ensure employees are continuing to grow and develop
- Compliance training occurs as per your policies or legislation e.g. sexual harassment and discrimination training
- Employee workplace survey conducted, results collated and action plans set and achieved
- Absenteeism – are some team members taking excessive time off?
- Annual leave and long service leave accruals
- Payroll audit conducted at least annually to ensure accuracy and compliance with NES/modern awards
- Male / female ratios
- Workplace injuries
- Workcover claims and costs
- Employee’s right to work in Australia tracked
- HR Audit conducted to determine gaps in processes
By gathering valuable data and measuring key HR areas, you can improve how you operate enabling you to potentially save money and improve performance, leading to overall business improvements.
Start small, and build on what you measure, then take action to make improvements. Enjoy the benefit of compliance at the same time.