How to prepare Hr monthly report - XLS Download

How to prepare an HR monthly report. Hope you will all benefit from this report.

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Hi, thank you for your inquiry about preparing an HR monthly report. To create an effective report, you should consider including key metrics such as employee turnover rates, recruitment numbers, training hours, and any notable HR initiatives or achievements. Additionally, providing analysis and insights into these metrics can help stakeholders better understand the status of HR operations and identify areas for improvement.

When compiling the report, ensure that the data is accurate, relevant, and presented in a clear and organized manner. Utilizing visual aids such as charts or graphs can also enhance the readability and impact of the report.

Lastly, don't forget to include any recommendations or action plans based on the findings of the report to drive continuous improvement within the HR function.

If you need further assistance or guidance on creating your HR monthly report, feel free to reach out. Good luck!

Hi Vikas,

Can you please elaborate on these points?

15 Total Overtime Cost/late sitting 100105 How do these points justify our reports?

17 Total mandays attendance of housekeeping during Dec 2011 140

18 Total Housekeeping bill payment (including Service Tax 10.30%) 31038

I liked this report, especially the Attrition Rate section. Thanks, buddy.

Dear Sir,

Nowadays, an HR Report is a necessity in all organizations. Reports may be daily, weekly, fortnightly, monthly, etc. They should include information regarding the recruitment of employees, man-days, machine utilization, production targets, HR contributions, absenteeism, long absentees, problems, grievances, solutions, wages, incentives, disciplinary actions, union demands, negotiations, and all other day-to-day HR matters. Compliance reports should also be included in this MIS Report.

There is no prescribed format. The company may provide a specific format which you have to fill out and submit.

D. Gurumurthy LL. HR & IR Consultant

Mr. Gurumurthy,

Good to see your opinion here and in other threads as well. It's good to put an opinion towards a point; however, you should also be aware of what you are writing and in which context. Frankly, I didn't see any logical connection between your opinion and the threads. HR affairs are sensitive and deeply impactful. Please do not generalize with half-baked opinions; however, you are welcome with concrete information always.

Hi all,

I have recently joined an IT company as an HR. I am seeking suggestions on how to improve my email drafting skills so that I can create professional emails. It has come to my attention that the Head of the Company is dissatisfied with my current email drafting abilities.

With Best Regards,
Anamika

Dear friends,

Please help me with all the issues related to ESI and EPF as I am a fresher who has recently joined a small company as an HR manager.

Thank you,
A. Rajesh
8790000926

Dear Vikas,

Warm wishes for the day ahead,

I really want to express my sincere thanks to you because the post by you is awesome and that's what I have been looking for, and now I am thinking to implement the same in our concern. In this regard, I just need your valuable views on the following points on which I need some understanding:

1. Total absent mandays during the month (on-roll & off-roll)
2. No. of mandays paid leave (on-roll & off-roll)
3. No. of mandays without pay leave (on-roll & off-roll)
4. Total Overtime Cost/late sitting
5. Total Overtime Hours
6. Total mandays attendance of housekeeping during the month
7. Total Housekeeping bill payment (including Service Tax 10.30%)

Please look into the above and help. Once again, I really want to thank you.

Hi,

You are talking about point number 15. I want to clarify that thing. We give late sitting allowance to staff members and paid overtime to other workmen. So the value you are looking for in point 15 is the total expense incurred on late sitting and overtime. It's not a matter you should also divide into two forms, i.e., 1. overtime cost & 2. late sitting allowance of a particular month.

Point 17 refers to us having six housekeeping personnel on a contract basis. The contractor provides us with a bill for the housekeeping service. Initially, we provide him with the total mandays attendance of each month at the end. Based on this, the contractor gives the bill for payment. So, there is nothing deep to think about. I hope you understood it very well.

Thanks,
Vikas Khatter
HR
hr.bhagola@sandg.in
vikaskhatter29@gmail.com
9034436151

Hello,

You seem to be confused about the terms "on roll" and "off roll." I would like to suggest that every company has its own personnel policy. They hire employees on-roll and off-roll basis.

On-roll basis involves deductions for employees' PF, ESI, and welfare amounts, whereas off-roll does not have such deductions as the company saves on ESI and PF contributions on behalf of the employer. I hope this clarifies it for you.

Thank you,
Vikas Khatter
hr.bhagola@sandg.in
9034436151

Mr. Gurumurthy,

As you said, you did not see any logical connection between the threads and the opinion. So why don't you try to put your own real threads regarding this report? That will be better. Every company makes the report according to their personnel policy and the activities they are following. If a company is making the HR Report in a short manner, then it does not mean that there is no logical connection. I know the aforementioned HR Report is good for those who struggle with making HR Reports. In the above-mentioned HR Report, there may be so many issues. I am waiting for your HR Report.