As HR and People Ops professionals strive to become more strategic, they rely on data to make more informed decisions and measure their progress on key initiatives. That’s why Sapling has created configurable, permission-based reporting and powerful dashboards. We want to make it easy to track and manage important information, so our customers can be proactive rather than reactive

While every organization will track and measure different HR metrics, here are the 10 most common HR reports our customers use:

1. Employee headcount

Sapling’s headcount report shows your organization’s total active employee headcount over a given period of time. It can be broken down by department, location, and employment status.

Understanding how your headcount changes over time can provide many valuable insights. For example:

  • Tying headcount to revenue can show you revenue per employee, so you can learn how this metric increases or decreases with organizational changes.
  • Looking at headcount growth by department can help you understand when you may need more support staff.
  • Tracking an office location’s growth can help you understand when it may be time to start looking for a bigger office.

2. Employee turnover

The turnover report shows you monthly departures, type (voluntary versus involuntary), length of service, and rehire eligibility. You can also dig in to see exactly which employees left.

Tracking this annually provides valuable trends over time, while tracking monthly helps you pinpoint potential causes of turnover. For example, a change in company leadership can often mean an uptick in turnover, as employees are uncertain of what the future may hold.

Employee retention is a top priority for many organizations this year, so keeping an eye on employee turnover is crucial to uncovering potential problems before they get worse.

3. Time off balances and requests

Sapling’s time off report will show time off balances, accruals, time used, and scheduled by employee during a specified time period. It can be filtered by employee groups (departments, locations and employment status), time (for example, last quarter), accrual type (unlimited time off, or accrued policies), and policy type (vacation, sick time, parental leave).

This can provide managers with quick visibility into employees’ time off balances, so they may encourage those with higher balances to take some time off to recharge. This is particularly important if you find that a given department’s average time off balance correlates with their average turnover rate.

4. Compensation history

This report shows you employee compensation history, allowing you to filter by department, location, employment status, time period, and manager.

Compensation is often listed as a top reason for employee turnover, so reviewing it regularly may help mitigate that risk. This can be particularly important for a new manager to review for their team, so they understand each of their employee’s compensation histories and can advocate for raises as needed. People Ops professionals may also choose to review compensation history for employees in departments, locations, or managers with higher than average turnover rates.

5. Job history

See each employee’s job history by date, or filter by department, location, employment status, time period, or manager.

Again, this could provide interesting insights to help you retain talent, as career development is also commonly listed a top reason for voluntary turnover. See who might be a flight risk due to lack of career progression, and put in the work to build a career path and development plan for them.

6. Point-in-time report

Sapling customers will soon be able to run point-in-time employee reports to review changes that have been made to employees’ data as of a specified date.

For example, you might need to produce a report that includes the top 10 salaried employees for each department as of a particular date, including each employee's name, position, mailing address, and manager.

7. Change reporting

Change reporting allows you to track and audit the history of any field in Sapling.

The primary use-case of this feature is to track payroll related changes during your pay period so you can easily track what may need updating within your payroll system. It also helps you comply with industry regulations related to audit capability and data retention.

8. New hires

Track your organization’s new employees, sorted by their start dates.

This is a great way to keep track of all new hires so you can welcome them during your next all-hands meeting, facilitate introductions for them, and check in with them. These small gestures can help you build early employee engagement.

9. Employee birthdays and anniversaries

Sapling helps you easily pull reports with your employees’ birthdays and anniversaries, in addition to the integrated calendar that tracks these key events.

Celebrating and recognizing them are a thoughtful way to improve the employee experience. Some organizations will celebrate employee birthdays and work anniversaries by decorating the employee’s desk, going out to lunch, or offering a small gift. Others may simply send a company-wide email, make an announcement during an all-hands meeting, or leave a handwritten card.

10. Demographic information

Sapling can provide a breakdown of employee population for any demographic information you track, including gender identification and ethnicity. These reports can also be filtered by department, location, and employment status, time period, and manager.

This can make it easier for organizations to track diversity and inclusion metrics, and spot imbalances before they lead to turnover. In addition to tracking this data company-wide, it can be useful to utilize the filters to identify imbalances within each individual department, for example.

Final thoughts on Sapling’s HR reports

There are many ways to use Sapling’s HR reports to make more informed, data-driven decisions. HR and People Ops professionals can use these to build a more strategic function that elevates the employee experience. Managers can also use many of them to improve engagement and retention on their teams.

Sapling’s customizable permission levels give reporting access only to those who need it. By default, employees can see their own information, while managers can see information on their direct reports, and Admins can see and edit other team members’ information. You may also create custom permission groups using location, department, and employment status. That way, you can create the reporting access needed for every individual at your organization.


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10 HR Reports you Can Pull with Sapling