HR Analytics and Management Reporting for Energy and Utilities
A short monthly pack management actually reads.
What this looks like in energy and utilities
The parts of hr analytics and management reporting that are specific to this sector, rather than general.
Reporting on Competency and Coverage
Where the critical number is authorised coverage.
What this coversHide
Reporting on Competency and Coverage
Where the critical number is authorised coverage.
What this coversHideIn energy and utilities the most important people metric is not headcount but whether every shift and every task has someone authorised to perform it.
- Authorised coverage by shift, task and site
- Competency gaps and upcoming authorisation expiries
- Headcount by project and operations, separately
- Contractor workforce numbers alongside own staff
- Overtime and call-out distribution across teams
- Attrition by authorisation level and discipline
- Safety and near-miss reporting by site
- Training completion against the competency plan
Reporting upcoming authorisation expiries alongside coverage is what turns the competency record into a planning tool rather than a compliance file.
The general method — what hr analytics and management reporting covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr reporting and analytics page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.