HR reporting and analytics for Sand and aggregate businesses: trips, absences and exits in one monthly page
A sand and aggregate owner often knows how many loads left the yard but not how many drivers were absent, who left or what a late trip cost. One monthly page of people figures closes that gap.
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Share your requirementsWhy HR reporting and analytics matters in sand and aggregate businesses
Sales and trip figures are tracked closely, since every load is billed. People figures are not. The owner senses that drivers are leaving, that Monday absences are high or that a plant shift is short, but cannot show how much, where or at what cost. Decisions on pay, hiring and training are then made from feeling.
A short monthly report is enough: number of staff by group, joiners and leavers with reasons, absence by day and group, trips lost for want of a driver and overtime paid. Compare month on month and by site. The aim is a handful of numbers that lead to a decision, not a book of charts.
How to set it up
1. Choose six figures
Headcount by group, joiners, leavers, absence days, trips lost for want of a driver and overtime hours. Add others only when asked for.
2. Define each figure once
Write what counts as an absence, a trip lost or a leaver, so the figure means the same every month.
3. Collect from existing records
Use the muster, dispatch sheet and wage register. Do not create new forms until you have tested what already exists.
4. Put it on one page
Show the last six months side by side with a line of comment from the person responsible. The HR reporting and analytics page describes how we would help.
5. Act on one finding each month
Pick a single result, such as Monday absence or exits in the first month, decide an action and check next month.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask the dispatcher how many trips were lost last month for want of a driver.
- Count the people who left in the last six months and the reasons recorded.
- Check that the same definition of absence is used by all supervisors.
- See whether anyone acted on the last report.
GullyHR can do this with you. Read how we approach HR reporting and analytics in general, or share your requirements and we will tell you where to start.
Questions owners ask
Not at first. A sheet filled monthly from your existing records is enough. Move to software only when the sheet becomes hard to keep.
Often trips lost for want of a driver or loader, since it links people directly to money. Pair it with absence by day of the week to find a cause.
Explain that the figures are for fixing problems, not for blaming. Keep definitions simple and check a few entries yourself each month.