People Analytics Accredited Programme
Discover how people analytics can help implement an evidence-based approach so you can make informed decisions and influence stakeholders.
Learn about defining, measuring and reporting on workforce matters, and the value of human capital reporting
Workforce reporting is about communicating the value and impact of an organisation’s workforce. It is an important part of stakeholder engagement. This factsheet outlines what workforce reporting is, why it’s important and what should be included in a workforce report.
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Workforce reporting describes the process that organisations take to show:
The value of a workforce’s knowledge, skills and abilities is also known as an organisation’s ‘human capital’. An organisation’s people, like its brand and reputation, are intangible assets that can increase or diminish an organisation’s value.
A workforce report has measures about an organisation’s people and may include charts and narrative. It may exist as a document or interactive dashboard.
Workforce reporting:
Different stakeholders are interested in different types of information, so do consider customising a workforce report according the audience.
Internal stakeholders
External stakeholders
Valuing your Talent, a project led by the CIPD, provides a framework on the types of data that can be collected to measure the workforce. For a full description, see figures on p53-54 and appendix 1 on p68-69 of this report.
In summary, the framework organises the measures into subcategories within four broad categories:
There are standards that organisations can voluntarily follow for internal or external workforce reporting:
To learn more about standards, visit our HR and standards factsheet.
The International Integrated Reporting Council - improving corporate reporting with a holistic framework of capital
ShareAction Workforce Disclosure Initiative - a voluntary movement by investors and corporates to improve reporting standards on workforce and supply chain issues
FERRAR, J. and GREEN, D. (2021) Excellence in people analytics: how to use workforce data to create business value. London: Kogan Page.
KHAN, N. and MILLNER, D. (2020) Introduction to people analytics. London: Kogan Page.
MARR, B. (2018) Data-driven HR: how to use analytics and metrics to drive performance. London: Kogan Page.
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CAMPBELL, B.A., COFF, R., and KRYSCYNSKI, D. (2012) Rethinking sustained competitive advantage from human capital. Academy of Management Review. Vol 37, No 3. pp376-395.
PHILLIPS, J.J. and PHILLIPS, P. (2014) Developing a human capital strategy in today's changing environment: eight forces shaping HC strategy. Strategic HR Review. Vol 13, No 3. pp130-134.
WRIGHT, P.M. and MCMAHAN, G.C. (2011) Exploring human capital: putting human back into strategic human resource management. Human Resource Management Journal. Vol 21, No 2. April. pp93-104.
CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR.
Members and People Management subscribers can see articles on the People Management website.
This factsheet was last updated by Hayfa Mohdzaini: Senior Research Adviser, CIPD
Hayfa is the CIPD's Senior Research Adviser in Data, Technology and AI. She has been writing for the HR community since 2012 and is interested in how the people profession can contribute to good work through technology.
Discover how people analytics can help implement an evidence-based approach so you can make informed decisions and influence stakeholders.
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