HR and Workforce Reporting
Headcount, cost and attrition, joined to finance
HR data answers HR questions. Joined to cost centres and the plan, it answers the business ones.
The problem
HR reports from its own system, finance from the ledger, and the two disagree on headcount, cost and who sits where. Attrition, absence and diversity reporting is manual and late. Line managers get a monthly spreadsheet instead of something they can open on a Monday morning.
What good looks like
One headcount number
HR and finance read the same figure, reconciled monthly.
People and cost together
FTE, cost, overtime and vacancies per cost centre on one screen.
Attrition, absence and diversity tracked monthly
With trend, not a snapshot.
Secure by design
Row level security so managers see their own teams and nothing else.
How we approach it
Step 1
Agree the measures, definitions and who may see what.
Step 2
Build the HR data model in SAP Datasphere from SuccessFactors or SAP HCM, joined to finance.
Step 3
Build SAP Analytics Cloud dashboards for HR, finance and line managers.
Step 4
Reconcile headcount with finance for two months before handover.
Standard content we start from
SAP ships two SuccessFactors packages for SAP Analytics Cloud. Human Resources SuccessFactors covers headcount and tenure, movement, succession, diversity (gender, women in leadership, age), salary and performance, engagement, and recruitment (positions posted, applications, days to fill, conversion). Operational Reporting for SAP SuccessFactors, on Datasphere, covers compensation analysis with gender pay gap, compa ratio and range penetration.
We start from both, then join the HR model to finance cost centres and the plan, lay the UK gender pay gap reporting format on the compensation content, and set manager level security so line managers see their own teams.
Questions people ask
Talk to us
If HR and finance disagree on headcount, the data model is the fix.