HR analytics and reporting in Pitch N Hire HRMS

What hr analytics includes

What does the HR dashboard show on day one?

The dashboard reads whatever your records already contain, so it is useful from the first payroll run rather than after a data project. It opens on current headcount with the split you use most, recent joiners and leavers, open positions if recruitment is connected, leave balances due, and attendance exceptions still awaiting approval. Each tile is a link into the underlying list, so a number is never a dead end: click a leaver count and the leavers are on screen with dates and reasons. Tiles can be added, removed and reordered per role, so a finance viewer and an HR business partner do not stare at the same layout. Values refresh from live records rather than from an overnight extract, which means a correction made this morning is reflected in the count this afternoon. Read HR analytics software for the wider category view; this page covers what is built into the HRMS.

• Reads live records, not an uploaded extract
• Every tile drills through to the underlying list
• Layout configurable per role

How does Pitch N Hire report headcount and movement?

Headcount is reported as of a date, and that date matters more than most reports admit. Pitch N Hire holds effective-dated changes, so asking for headcount at the end of last quarter returns the structure as it stood then, including people who have since left and excluding people who had not yet joined. Splits are available by department, location, legal entity, employment type, manager and any custom field you maintain on the employee record. Movement is reported separately from headcount and is broken into joiners, leavers, internal transfers and promotions, because a flat total hides an organisation reshaping underneath it. Contractors and full-time staff can be counted together or apart. Where you run several entities, each is reportable alone and in aggregate, which is what a group-level review needs. A reconciliation view shows opening headcount, each movement type, and closing headcount for the period.

• Point-in-time headcount from effective-dated records
• Joiners, leavers, transfers and promotions counted separately
• Entity-level and group-level views
• Opening-to-closing reconciliation for any period

How are attrition and tenure measured?

You configure the definition, and the definition is the whole argument. Pitch N Hire lets you separate voluntary from involuntary exits, mark an exit regretted or not, exclude fixed-term completions and probation exits, and choose the denominator you count against. Two companies quoting the same word can be measuring different things, so the setting is explicit and visible on the report rather than buried. Tenure is reported in bands you define, and exits are readable by tenure band, which is where early-exit patterns show up that an overall figure conceals. Attrition splits by department, location, manager, entity and exit reason captured at offboarding. Pitch N Hire deliberately publishes no target: what counts as normal varies enormously by industry, seniority, location and how young the team is, and a single imported benchmark misleads more often than it helps. Compare with your own earlier periods and with comparable teams inside your own company.

• Voluntary, involuntary, regretted and non-regretted configured by you
• Denominator and exclusions stated on the report
• Tenure bands and exits by tenure band
• No published benchmark: baseline against your own trend

What do attendance and leave reports reveal?

Attendance reporting summarises what the raw punches and approvals already say: absence by day of week, late marks by shift and location, overtime by team, and exceptions that were regularised versus those still pending. Reading absence beside shift pattern is usually more informative than reading it alone, since a pattern that looks like a people problem at one site is often a roster problem. Leave reporting covers balances carried, leave taken by type and month, encashment eligibility, and approvals still sitting with managers. Accrued but untaken leave is a liability that grows quietly, and the balance view makes the position visible before a financial year closes; the leave liability calculator works the same arithmetic on your own inputs. Reports respect the same approval hierarchy as the modules themselves, so a manager sees their own line and an HR viewer sees the location. Nothing is compared against an external absence figure.

• Absence by day of week, late marks by shift and location
• Overtime by team and pending regularisations
• Leave balances, leave taken by type, encashment eligibility
• Reports follow the same hierarchy as the modules

How do payroll cost views work?

Cost views group the output of each payroll run by cost centre, department, location, entity and component, and compare one period against another. The comparison is the useful part: a movement between months is traceable to its cause, whether that is joiners, exits, a revision cycle, a change in overtime or a variable component paid once. Employer contributions and reimbursements can be included or excluded, so a view built for a budget conversation is not the same view built for a statutory filing. Access is the sensitive question here, and it is handled at field level: a cost centre owner can be given totals for their own centre without individual salary lines being readable, while a payroll administrator sees the detail. Exports carry the same restrictions as the on-screen view, so a permission is not lost the moment a file is downloaded. Journals reconcile back to the run they came from.

• Grouped by cost centre, department, location, entity and component
• Period-on-period movement traced to its cause
• Employer contributions and reimbursements toggled in or out
• Totals without individual pay lines for cost centre owners

How is diversity reporting handled without exposing individuals?

Which characteristics you may collect, and whether they must be self-declared, differs by country and changes, so Pitch N Hire treats the fields as configurable per entity rather than shipping a fixed list, and the fields you enable are the fields that report. Self-declaration is supported, including a decline option that is counted as declined rather than as missing, which keeps the reporting honest about its own coverage. Suppression is the important control: below a group size you set, a cell is suppressed rather than shown, because a breakdown across a small team can identify a person. Complementary suppression is applied so a hidden cell cannot be recovered by subtraction from the totals. Access to these reports is a distinct permission, and export is logged. Representation is reportable across hiring, promotion, exits and pay bands, which is more useful than a single company-wide figure. Confirm your own obligations with your advisers.

• Fields configurable per entity, not a fixed list
• Self-declaration with an explicit decline option
• Small groups suppressed, with complementary suppression applied
• Distinct permission to view, and export events logged

Can HR build its own reports without waiting on IT?

The report builder is for HR, not for analysts. You pick the module, choose fields from the ones your role may read, add filters, set grouping and sort order, and save the result as a named view. Saved views can be private, shared with named roles or published to a team, and a shared view respects the permissions of whoever opens it rather than of whoever built it, so a report cannot be used to hand someone data they are not entitled to. Calculated columns cover the arithmetic HR actually needs, such as days between two dates or a difference between periods. Views are versioned, so an edit does not silently change what a colleague scheduled last quarter. Anything the builder produces can be exported, scheduled or read on screen, and complex one-off questions can start from a supplied view and be narrowed rather than built from nothing.

• Fields limited to what the builder's own role may read
• Shared views respect the reader's permissions, not the author's
• Calculated columns for date and period arithmetic
• Versioned saved views so schedules do not change silently

How are reports scheduled, exported and access-controlled?

Any saved report can run on a schedule and be delivered to named recipients or to a role, which is how a monthly HR pack assembles itself before the meeting rather than during it. Delivery can be a link into the portal instead of an attachment, so a file holding pay or diversity data does not sit in mailboxes indefinitely, and recipients who lack permission see nothing rather than a partial file. Access is layered: role decides which reports exist for you, entity and hierarchy decide which population you see, and field-level rules decide which columns render. Export events are logged with the actor, the report and the timestamp. Schedules survive a change of owner, and a schedule pointing at a report someone deleted fails loudly rather than delivering an empty file. All of this sits on top of the same permission model the rest of Pitch N Hire HRMS uses.

• Scheduled delivery to named recipients or to a role
• Portal link delivery instead of an emailed attachment
• Role, hierarchy and field-level access layered together
• Export events logged; broken schedules fail loudly