Keeping the big picture in mind: cross-system HR reporting

Full transparency in HR: Key figures, dashboards and reports in one tool.

In human resources, many topics and key performance indicators (KPIs) are interconnected: from compensation and recruitment to workforce planning and diversity. However, the relevant data is often fragmented and stored in systems such as Personio, SAP, and DATEV, as well as in additional Excel spreadsheets.

The result: lack of overview, time-consuming report creation and an incomplete basis for decision-making.

The HR Reporting Suite (HRS) from loyos automates HR reporting, consolidates data, and reveals correlations and patterns that individual systems cannot show. This allows HR managers to assess trends and make fact-based decisions.

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HR Reporting Suite

The revolution for your HR reporting

Personnel reporting

All HR data is presented in interactive dashboards – clearly organized, filterable by location, department, or time period, and analyzable down to individual employees. Reports on headcount, salary, and attendance/absence are immediately available, providing clarity for HR and management.
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KPI monitoring

Keep a constant eye on key HR metrics and planning figures such as headcount, employee turnover, and personnel costs. Consistent KPIs make trends and deviations visible and enable informed decisions – for HR managers, CFOs, and executives.
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Personnel planning

Reliable workforce planning begins with consistent actual data. HRS compiles this data from various sources, thus creating the basis for budgets and forecasts, as well as the comparison of planned and actual values ​​or different plan versions.
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Individual solutions

If standard reports are insufficient, custom dashboards, key performance indicators, functions, or interfaces can be developed. Because no two HR departments operate the same way, HRS adapts flexibly to their specific structures, processes, and professional requirements.
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Interfaces

HRS automatically consolidates data from numerous systems and sources, such as Personio, SAP HR[FO2.1][LB2.2], DATEV LODAS/LuG, Workday, HiBob, or Excel/CSV, into a central report. Additional interfaces can be developed individually and adapted to your system landscape.
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HR Reporting Suite

Sometimes a video says more than 1,000 words.

Everything in one system – for a shared view of HR

With the HR Reporting Suite, manual reports are a thing of the past. All relevant key performance indicators (KPIs) are available daily, securely hosted, and clearly structured. This allows Human Resources, CFOs, and management to work with a shared data foundation. At the same time, the HRS provides the basis for people analytics: targeted analysis of patterns and answering specific HR questions.

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HR reporting & dashboard


So that data becomes answers.

How is employee turnover developing? How many positions are currently vacant? Do payroll entries and contract data match? Is staffing level in line with expectations? And what percentage of management positions are held by women?

The answers often lie in different systems – from HR administration and payroll to workforce planning. HRS consolidates this information into a reliable database and visualizes the relationships in clear dashboards. Individual access rights ensure that sensitive data remains protected.

  • Automated reports instead of manual creation
  • Reliable data for HR, Finance and management
  • Insights down to the employee level
  • Quick answers to specific HR questions
  • Secure handling of sensitive personal data

KPI monitoring

Because a single number does not show any trend.
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Headcount , employee turnover, personnel costs – these key figures are crucial for sound personnel decisions. However, a turnover rate alone is of little use if it remains unclear how it is developing, which areas are particularly affected, or how it compares to the previous year.

HRS's KPI monitoring provides centralized access to all relevant key performance indicators – consistent, up-to-date, and directly comparable. This allows you to track changes in staffing levels and verify whether actual figures align with plans.

  • Clarity regarding developments and deviations
  • Transparency regarding actual and planned values
  • Keeping an eye on personnel costs
  • Comparability between areas and time periods
  • Early identification of the need for action
  • A sound basis for personnel decisions
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Personnel planning

Because reliable planning begins with consistent actual data.
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Reliable personnel planning requires a correct starting point. If data on staffing levels, compensation, and other personnel costs are stored in different systems, they must first be painstakingly compiled and reconciled.

HRS creates a consistent data foundation upon which planning can be directly based. Planned values ​​can be imported or dynamically calculated, planned at the department or employee level, and compared across different versions.

  • Reliable starting point based on consistent actual data
  • Directly entered or dynamically calculated planned values
  • Flexible planning at the departmental or employee level
  • Transparent comparisons of planned and actual values
  • Comparable and historically verifiable plan versions

Individual solutions

As individual as your HR requirements.
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The HR Reporting Suite is flexibly customizable and grows with your company's needs. If standard reports aren't sufficient, you can add your own KPIs, cost center logic, hierarchies, and planning models, as well as specific dashboards, reports, functions, or interfaces.
Together with loyos, solutions are developed that take existing structures and technical specifics into account.

  • Flexible extension and customization of standard reports
  • Reporting tailored to your own HR structures
  • Reports and dashboards in your own corporate design
  • Personal support for special needs
  • Reporting that grows with the company
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Personio

Import of master data, attendance and absence data / time tracking, salaries and recruiting data.

SAP HR

Transfer of employee master data, cost center information and salary data.

DATEV LODAS / LUG

Integration of payroll and salary accounting including supplementary accounting.

Workday

Integration of Workday data such as employee master data, compensation, and HR KPIs.

Leapsome

Integration of Leapsome personal data.

HeavenHR

Transfer of employee master data, absences, times and preliminary payroll data.

HiBob

Transfer of employee data, organizational structures & compensation.

Excel & CSV files

Automated import of additional data that was previously only maintained in tables.

Flexibility for additional interfaces

Additional interfaces to your HR systems can be developed and added at any time. Contact us!

Automatic data transfer

All sources are consistently integrated into the central report – without manual adjustments. Up-to-date on a daily basis.

Interfaces

All HR data sources combined in one system
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In many companies, personnel data is scattered across various systems: master data in Personio or SAP HR, payroll in DATEV, and planning figures in Excel. Manual reconciliation is time-consuming, creates uncertainty, and leads to discussions about conflicting figures.

HRS uses interfaces to consolidate this data into a central reporting system. Additional systems can be individually integrated. This ensures that standardized, verified HR data is available – up-to-date and ready for immediate analysis.

  • Automatically updated data without manual rework
  • Uniform figures instead of contradictory data sets
  • All HR data from existing systems in one dashboard
  • Automated import of Excel and CSV files
  • Individual integration of additional data sources
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HR Reporting Suite

More about the HR Reporting Suite

What makes the HR Reporting Suite stand out

Key: All HR data in one report

HRS consolidates personnel data from various systems and files. This includes information such as salaries, absences, and turnover rates. All information is automatically updated and available to HR and management on a shared, audited database.
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Suitable for : Companies with 100 or more employees

HRS is suitable for companies with 100 or more employees, multiple locations, or labor-intensive business models. Standardized key performance indicators (KPIs) make locations, teams, and departments comparable and reveal developments across the entire company.
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Easy : Ready to use in four weeks

Your HR reporting system will be ready to use within four weeks. The internal effort for your company will be less than five hours. This ensures a successful implementation without placing any additional burden on the HR department.
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Secure : GDPR-compliant and protected

HRS complies with GDPR requirements and utilizes the security standards of the Microsoft cloud, hosted in the Netherlands. Individual access rights protect sensitive data and range from cost center to overall view, depending on the user's role.
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Personal : Ongoing updates and individual support

As a Reporting-as-a-Service, HRS combines ongoing updates with personal support from loyos. Even after implementation, we support you in developing your own key performance indicators, individual structures, and suitable planning models.
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Flexible : Customizable and cancellable monthly.

HRS is customizable and grows with your company's needs. You can add your own KPIs, hierarchies, and planning models at any time. Collaboration remains flexible as well: the software can be canceled monthly.
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Frequently Asked Questions (FAQ)

Answers to your questions

In this section you will find the most frequently asked questions about the HR Reporting Suite (HRS) – answered concisely and to the point.

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Which key performance indicators (KPIs) are included by default?

Headcount, employee turnover, personnel costs, attendance and absences, and many more. Custom KPIs can also be set up.

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Which HR systems can be integrated?

Personio, SAP HR, DATEV LODAS/LuG, Workday, HiBob, HeavenHR 2.0, Leapsome, Excel, CSV files and many more.

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How up-to-date are the key figures?

HRS updates the data automatically – daily, depending on the system connection.

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Can custom KPIs or structures be mapped?

Yes. Dashboards can be flexibly adapted to your organizational structure, including individual cost centers or departments.

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Is sensitive personal data protected?

Yes. HRS is GDPR-compliant; all data is stored in the Microsoft West Europe Cloud (Netherlands) and secured through a differentiated authorization concept.

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How complex is the implementation?

Minimal. The setup requires very little time on the customer's side. How much depends on your individual requirements.

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Can different locations or companies be represented?

Yes, the key performance indicators can be flexibly evaluated according to location, department or cost center.

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How do dashboards differ from Excel analyses?

HRS offers verified, consistent data in interactive visualizations. Errors caused by manual copying and inconsistent versions are eliminated.

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Which HR areas can be analyzed?

Headcount, salary development, absences, employee turnover, recruiting performance, personnel costs, and much more.

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What individual development opportunities are possible?

From key performance indicators and dashboards to interfaces – many of your requirements can be implemented.

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How complex is the implementation of individual solutions?

Most adjustments can be implemented within a few days or weeks – without major IT projects.

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Who is implementing these developments?

Our HR, Finance - and BI experts who understand your requirements and implement them precisely.

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Will the individual reports remain updateable?

Yes, all individual developments are fully integrated into HRS and can be used in the long term.

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Can reports also be created in the corporate design?

Yes, reports and dashboards can be implemented in your company's layout upon request.

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