At the word ' Dashboard ' you might soon think of the collection of meters and indicators For the steering wheel of your car.
Yet that is no longer the only context in which this term is used. Dashboards and dashboarding are also spoken on the work floor. Indeed, a verb has even been created for it. But what exactly does dashboarding mean?
The principle is The same as in the car. The dashboard displays a collection of different Types of information at a glance. But with information about Business processes instead of mileage.
In 2004 appeared in Intelligence Enterprise Magazine For the first time the definition of the term ' dashboard ' as we meant it in a business context. It was as follows:
"A dashboard is a visual representation of the most important information needed to achieve one or more goals; Presented in one location so that the information can be monitored at a glance. "
Business Intelligence Dashboard
The process of The collection, analysis and presentation of data on business processes is Called Business Intelligence. To make the data in a clear and Understandable way of mapping uses Business Intelligence dashboards. The purpose of these dashboards is to make the user To make decisions based on data. An effective Dashboard allows you to select and visualize data without Intervention of the IT department.
The exact information in the dashboard is completely dependent on the Key Preformance indicators (KPIs) that are important. For a sales department it may be interesting to track the sales figures of a new product, or to compare the company's turnover in different countries. But for an HR manager these data are irrelevant. Here, for example, the effectiveness of an onboarding trajectory or the involvement of employees is much more important.
For the aforementioned HR manager, you can also employee satisfaction Be an important point on the dashboard. Employee survey Or Outflow research Brings with it a large amount of data. An HR dashboard helps to visualize the most important results in a clear way. Because the dashboard is in direct connection with the data source, it retrieves the continuous search. The results are always up-to-date.
But that's Not the only advantage of dashboarding for employee research. The Five Key benefits Read below.
Five Advantages of dashboarding
1. Always informed
As new data in the data source is immediately translated into visualizations in the dashboard, you are always aware of the latest developments. This is particularly valuable in ongoing investigations. The latest results can be seen at any time. Therefore, a periodic report is no longer necessary.
An employee research or outflow research is often part of a Development process. In response to the results of the initial research, changes are made internally. To measure the effectiveness of these changes, repeat measurements are done. A dashboard is the perfect tool to compare the repeat measurement with the initial measurement. In one overview The developments within the Organization are mapped.
In addition to comparing the results of various surveys, it can also be very valuable to compare the results of an investigation with a certain benchmark standard. For example, if you want to put the results of a department next to that of the entire organization. So become clear where the positive points lie within the division, but also where there is still room for improvement.
The possibilities within an investigation are endless, which requires a flexible reporting environment. A dashboard offers a wide range of data visualizations. This makes it possible to achieve customised solutions.
4. Save time
Using a dashboard is a good idea for those who want to save time. All relevant data is collected in one place. Analyzed and well, molded into appropriate data visualizations. It is no longer necessary to collect data and dive into data sets. There is therefore more time left for the interpretation of the research results and the implementation of changes as a result of this.
A Effective dashboard is not only an online version of the traditional, Static report as we all know it. The big difference is The interactive character. Each user can use filters and Selection options to see the right results. So it is For example, to filter the results of each quarter and per section, or to explain certain questions from the investigation. Convenience is paramount. An effective dashboard makes selecting and visualize complex data for each user, without The IT department needs to be turned on.
All in all, dashboarding is at Staff Research So a good solution for those who want to keep time for interpreting data, without compromising the quality of reporting.
How do you look at the added value of dashboarding within HR? Please let us know by posting a comment below.
Dave Lavinsky (2013). Executive Dashboards: What They Are And Why every Business needs One. Forbes.
Shaku Atre (2011). The Performance dashboard: The New Face of Business Intelligence. Technology Transfer.
Stephen Few (2004). Dashboard Confusion. Intelligent Enterprise Magazine.
28th May 2019