Workforce information and HR systems
Managing HR and workforce systems and data, and turning workforce data into reports and insight, such as turnover, absence, vacancy, diversity, and pay gap analysis.
Levels
- 1. Awareness
You can:
- enter workforce data accurately in the HR system
- explain why workforce data must be accurate and kept confidential
- 2. Working
You can:
- run standard workforce reports and check them for errors
- answer routine information requests about the workforce
- 3. Practitioner
You can:
- analyse workforce data to find trends and explain them to managers
- design dashboards and reports for workforce indicators
- produce statutory and equality reporting, such as pay gap analysis
- 4. Expert
You can:
- set the organisation's workforce information strategy and data standards
- lead the choice and development of HR systems
- use workforce insight to inform board decisions
Closest ESCO skills
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.
Role levels that expect this skill
| Role level | Role | Band | Expected level |
|---|---|---|---|
| Head of HR | Head of people | 8c | Practitioner |
| HR assistant | Human resources officer | 3 | Awareness |
| HR officer | Human resources officer | 4 | Working |
| HR adviser | Human resources officer | 5 | Working |
| Senior HR adviser | Human resources officer | 6 | Working |
| Learning and development coordinator | Learning and development specialist | 4 | Working |
| Learning and development officer | Learning and development specialist | 5 | Working |
| Learning and development specialist | Learning and development specialist | 6 | Working |
| Recruitment assistant | Recruitment officer | 3 | Awareness |
| Recruitment officer | Recruitment officer | 4 | Working |
| Digital talent partner | Recruitment officer | 5 | Working |
| Recruitment manager | Recruitment officer | 6 | Practitioner |