Don't always talk about big data, see what data hr has and how to use it.

Human resources play an important role in every company. Their work involves talent recruitment, employee relations, employee training, salary performance and so on, and each link in these modules will produce a lot of data.

How to use these data efficiently to optimize workflow?

How to generate easy-to-understand reports for leaders to see at a glance?

These are the two issues that HR people are most concerned about.

The sorrow of traditional reporting process

Does it take a long time to make statistics?

Take recruitment data as an example: a series of data such as resume collection, initial screening, interview number, invitation, actual initial test, re-examination, callback, offer and employment will form a recruitment data funnel to help HR observe the data loss in all links.

In addition, by summarizing these data by position and channel, we can find the difficulty of recruiting talents for this position in the market and the quality of different recruitment channels.

In the traditional Excel processing process, in order to meet the above requirements, it is often necessary to establish multiple worksheets to associate these data.

Every time these tables are counted according to different dimensions, it takes HR 2-3 hours.

The statistical operation of data is very complicated.

Take resume delivery as an example. In the above example, we HR summarized the daily delivery volume of each position, but if we want to make statistical observation on the monthly resume delivery volume of each position in each channel, what are the operation steps in Excel? ?

First, insert a new row in the original table, or summarize the shipments by time and channel in other work areas, and then generate corresponding charts according to these data. ?

This process is tedious, time-consuming and error-prone. ?

Passive reporting, poor scalability

In the past, HR provided reports to relevant responsible persons, which were all established "routines".

For example, in the monthly recruitment data report, the delivery volume and throughput of each position will be provided. If the leader suddenly wants to know which channels these employees come from, HR needs to re-count and report. ?

This is only a small demand, and as a startup company, our data volume is relatively small. But if it is in a mature big company, every new demand of leadership will be HR's nightmare. ?

How to use DataHunter to improve work efficiency?

Automatic statistics, drag and drop at will to generate charts.

No matter what kind of dimension statistics, just drag the corresponding dimension field to the dimension area and select the appropriate chart type.

In the traditional process, data screening, selection, statistics and chart generation are all completed in one step.

Exploratory analysis, responding to multiple needs?

In DataHunter, complete original data is uploaded and corresponding charts are generated, and then these charts can be drilled down to meet the viewing needs of different dimensions. ?

If you want to know which channels employees come from, drag the channels and the number of employees into the dimension and measurement respectively, and you can generate a histogram to view.

If you want to check which departments the employees of a certain channel have gone to on this basis, just right-click the corresponding column and select the department to display.

Customize kanban, go beyond traditional report

HR can generate multiple charts according to its own needs and combine them into a kanban.

A kanban that analyzes the entry and exit of employees according to common indicators, involving: monthly employment of talents, employment of talents in various recruitment channels, ownership of employment departments, etc.

Through this billboard, you can see the talent flow of the company at a glance.