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HR Reporting and Analytics
This guide explains the HR report catalogue present in the checked-in backend seed source, how HR reports are organized in the shared Reporting workspace, what each report is intended to answer, and the checks to perform before relying on its figures. A seeded report is not proof that the report is installed in a particular tenant, visible to a particular role, or reconciled to that tenant's operational records.
Where HR reports are found
HR reports run in the shared Reporting → Reports → Run Reports workspace; there is not a separate HR-only report-running page. In the report-group seed, the HR group is Human Resources Reports (RPG-HR). Reports appear under that group when the corresponding report definitions are visible to the active service and user.
To run one:
- Switch to the correct company-service and an authorized business unit.
- Open Reporting → Reports → Run Reports.
- Select Human Resources Reports. Search by report name if the group list is long.
- Select the report and review its filters, especially business-unit and date scope. HR report selection currently pre-populates the active service's permitted business units when available.
- Run the report and inspect its generation time, selected filters, summary measures and detail rows. Export only where needed and authorized, especially for compensation, payroll, employee-relations and sensitive- access data.
- Reconcile important totals to authoritative HR workspaces and, where relevant, the payroll run, leave ledger, asset register or accounting posting. Save a definition or snapshot only through the applicable Reporting controls and access policy.
The backend report-execution path defaults an omitted business-unit list to the active business unit and validates explicitly requested units against the user's visible business-unit scope (with platform super-admin behavior handled separately). HR dataset procedures receive that normalized scope. The frontend also narrows selected HR reports to the active service's permitted units; the backend remains the security boundary. A source test checks these contracts. This is source evidence, not a live-tenant authorization test.
HR report catalogue in source
The backend report-definition.yaml currently defines fifteen active, approved HR reports under RPG-HR. Their dataset registry entries describe the intended coverage below.
| Report | What it is for | Filters declared in the definition |
|---|---|---|
HR Employee Lifecycle (HR_EMPLOYEE_LIFECYCLE) | Timeline-style view of employee creation, employment assignments, promotion/transfer, salary revisions and separation events. Use it to review recorded events for an employee or business unit. | Business unit; optional employee |
HR Exit Obligations (HR_EXIT_OBLIGATIONS) | Open separations, clearance and settlement state, and approved assets still assigned to exiting employees. Use it as a follow-up list, then open the authoritative separation record for action. | Business unit |
HR Paid Leave Liability (HR_PAID_LEAVE_LIABILITY) | Paid leave balances with a salary-derived liability estimate by employee. The current dataset calculates from positive leave days and approved basic salary using the current calendar month's day count; treat it as an estimate under that calculation, not a statutory valuation or final-settlement amount. | Business unit |
HR Sensitive Data Access Audit (HR_SENSITIVE_ACCESS_AUDIT) | Logged sensitive reads of employee identity, contact, tax and bank information. The current dataset returns up to the latest 500 matching access events. It is an audit view, not a substitute for a broader platform security-log review. | Business unit |
HR Headcount Summary (HR_HEADCOUNT_SUMMARY) | Approved active headcount, approved position/headcount capacity and filled-position indicators. Use it as a workforce snapshot and validate definitions before comparing periods. | Business unit |
HR Attendance Summary (HR_ATTENDANCE_SUMMARY) | Attendance, worked days, absences and overtime in a selected period. Reconcile anomalies to attendance and overtime source records before treating them as payroll facts. | Business unit; date from/to |
HR Compensation Analysis (HR_COMPENSATION_ANALYSIS) | Compensation, salary structures, allowances, deductions and employer contributions. This is sensitive pay information and should be limited to roles with a legitimate compensation purpose. | Business unit |
HR Contract Expiry (HR_CONTRACT_EXPIRY) | Employment contracts approaching expiry, with employee and position context. Review the source contract and transition options before acting. | Business unit; days ahead (default 90) |
HR Disciplinary Register (HR_DISCIPLINARY_REGISTER) | Employee-relations disciplinary cases, actions, outcomes and current status. Treat the underlying case and evidence as confidential. | Business unit |
HR Gender Diversity (HR_GENDER_DIVERSITY) | Approved active workforce composition by gender and organizational context. “Not specified” or absent values reflect source-data quality; do not infer or fill employee attributes from aggregate percentages. | Business unit |
HR Position Vacancy (HR_POSITION_VACANCY) | Approved active positions, capacity and vacancy indicators derived from position and current-employment records. A vacancy is a planning signal, not an approved recruitment requisition. | Business unit |
HR Training Register (HR_TRAINING_REGISTER) | Training programs and employee enrollments, including completion status. A completed row should be supported by the training completion record/evidence. | Business unit |
HR Turnover Analysis (HR_TURNOVER_ANALYSIS) | Joiners, leavers and average-tenure measures over a selected period. Confirm the report's date basis and compare underlying hire and separation events when using the number for a decision. | Business unit; date from/to |
HR Recruitment Funnel (HR_RECRUITMENT_FUNNEL) | Vacancies opened, applications by stage and source, accepted offers and time-to-fill measures. Accepted offers do not automatically prove employee creation; check the recruitment handoff separately. | Business unit; date from/to |
HR Payroll Summary (HR_PAYROLL_SUMMARY) | Payroll runs, paid-employee counts, gross totals and consumed attendance, leave, overtime, benefit, loan, arrears and adjustment inputs. It is a reconciliation aid; it does not prove GL posting, bank settlement, payslip delivery or statutory acceptance. | Business unit; date from/to |
The backend dataset registry describes these as real datasets, not mocks. Some definitions use REPORT_JSON and some use dataset-specific schema contracts. Inspect the result metadata and selected filters; do not assume every report is a chart or that they all have identical columns.
Interpreting the main report families
Workforce and lifecycle
Use Headcount Summary for an approved-active employee and position-capacity view. Use Position Vacancy to find approved positions that appear unfilled. Use Employee Lifecycle to understand the sequence of recorded events. These answer different questions: a position is not a person, a position vacancy is not a hiring request, and a lifecycle event is not necessarily an approved current assignment.
For trends, use Turnover Analysis with a defined period. Agree the organization's denominator and date basis before comparing rates across months or teams. Validate effective hire and separation dates in source records.
Attendance, leave and compensation
Use Attendance Summary to identify time records that need review, not to change payroll values directly. Approved attendance and overtime are consumed according to the Payroll Input Policy. Use Paid Leave Liability as a configured salary-derived estimate and reconcile balances to the leave ledger. Its current calculation is not a complete actuarial, statutory or termination valuation.
Compensation Analysis is especially sensitive. Limit downloads, saved snapshots and distribution to an authorized audience. When comparing values, check currency, effective date, approval state and whether a figure represents a salary structure, employee enrollment or payroll-run amount.
Recruitment, learning and employee relations
Use Recruitment Funnel to understand volumes and elapsed time across vacancy/application stages. A funnel count does not establish that every candidate passed checks, accepted an offer or completed the candidate-to- employee handoff.
Use Training Register to review assignment and progress. It does not by itself verify an external provider's credential. Use Disciplinary Register only for the authorized case-management purpose; do not export or redistribute confidential allegations or outcomes as a general management list.
Payroll and exit controls
Use Payroll Summary to compare payroll-run periods, employee counts, totals and input sources. Follow it with the payroll run detail, input-source reconciliation, GL batch, payment transaction/batch, payslip state and statutory remittance/authority readback that applies. A report row labelled POSTED should still be traced to its GL batch for a material reconciliation.
Use Exit Obligations to find open separation, clearance, settlement or asset follow-ups. Then inspect each separation's clearance items, final-settlement calculation, independent approval, payment transaction, GL batch, employee lifecycle state and system-account access. A summary report does not complete those actions.
Access, privacy and report governance
Report visibility and data access are separate checks. A user needs reporting access allowed by their role, and the report must be available in the active service's catalogue. A shared or seeded report definition does not grant a user the right to view its personal or financial data.
Apply these controls:
- Restrict payroll, compensation, disciplinary, leave-liability and sensitive-access reports to roles with an explicit business need.
- Use the narrowest useful business-unit/date/employee filter; avoid broad exports by default.
- Record the report code, run time, service context and filters with important decisions so another reviewer can reproduce the result.
- Reconcile report totals to source modules before posting, paying, disciplining, terminating or changing workforce plans.
- Treat empty output as a question to investigate: confirm active service, catalog installation, report permissions, filter values and source records.
- Treat a returned row as an analytical result, not authorization to edit the source record.
The report catalogue does not replace separate field masking, retention, purpose-limitation, approval or access-audit policy. Confirm tenant reporting permissions and sensitive-field controls before assigning a report to a broad role.
Capability and seed-pack boundary
HR_ANALYTICS_AND_REPORTING is an optional HR capability mapped in source to hr-planning-analytics-core. The capability-to-seed-pack list currently declares no HR-specific seed files for that pack. Separately, the report-group and report-definition seed rules scope RPG-HR and the HR_* definitions to hr-payroll-core and community-finance-hr-core. Reporting is a shared platform workspace, not a dedicated HR page.
Do not assume enabling the analytics capability alone materializes the HR group or definitions in every service. Before relying on reports in a tenant, verify the intended service's seed packages installed the group, definitions and matching procedure registry; confirm those definitions are active and approved; then check the actual group and expected reports while signed in with the intended role. The package boundary and presentation behavior should be aligned with the tenant's desired capability model.
Tenant verification checklist
For a representative active service, record:
- Company alias, company-service, service and active business unit.
- User role and report view/run/export permissions.
- Effective
HR_ANALYTICS_AND_REPORTINGstatus and relevant seed-pack activation history. - Presence and active/approved state of
RPG-HR, all fifteen report definitions and their named dataset procedures in the tenant. - Visibility in Human Resources Reports, including whether capability-off hides the intended HR reports without hiding unrelated global reports.
- One positive run for each HR report family and a negative business-unit scope attempt by a user not assigned to that unit.
- Source reconciliation for material numbers, especially sensitive-access, paid-leave liability, compensation, payroll and exit reports.
The checked-in source and seeds have been reviewed for this guide; tenant installation, live rendering, per-role exports and full source-to-report reconciliation remain separate runtime verification steps.