HR Analytics & Reporting for Strategic Workforce Management
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How much do external staff really cost us? The honest answer takes three weeks to figure out—and even then, it’s only an estimate.
HR Analytics at EMS turns this into a query: time-to-fill, cost per assignment, supplier performance, and compliance with the German Temporary Employment Act (AÜG). These metrics are generated during ongoing VMS operations, not from lists compiled retrospectively. Benchmarking reveals which service provider is underperforming. Analyses are conducted using pseudonymized data and clear role definitions; the works council is involved in relevant analyses.
Discover how gut feelings can be turned into well-informed HR decisions.
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Transparency is the foundation of successful workforce management decisions. EMS provides organisations with a clear overview of costs, suppliers, contracts, and the deployment of external workers. We transform data into valuable insights, creating the basis for well-informed decisions and sustainable optimisation.
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Our solutions offer far more than traditional reports: intuitive dashboards, automated KPI analyses, and benchmarking enable continuous performance evaluation. Organisations can identify trends early, uncover optimisation potential, and manage budgets in a targeted and effective manner.
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We also utilise predictive analytics to anticipate future personnel requirements and market developments. This enables us to prevent bottlenecks, deploy resources optimally, and secure a competitive advantage.
With EMS, reporting is not merely a control tool but a strategic management instrument that enhances efficiency, compliance, and quality across workforce management.
What Is HR Analytics? The Path to Total Talent Intelligence
HR analytics goes far beyond traditional reporting. While reports primarily present past trends, modern people analytics aims to identify patterns, understand correlations, and enable informed decisions for the future.
In the context of external workforce, this becomes a key component of a comprehensive total talent strategy—that is, an integrated approach that considers both internal employees and external resources.
EMS brings these perspectives together and creates a unified database for:
- in-house teams
- external staff
- Service Providers and Project Structures
The result is a comprehensive view of all available talent—and thus a new level of strategic human resources management.
Learn more about the operational foundation of our Managed Service Provider (MSP) model.
Focus on HR KPIs: Measurable Successes for the External Workforce
Clearly defined key performance indicators form the foundation of any data-driven management system. When it comes to the external workforce, specialized HR KPIs play a particularly crucial role.
The most important metrics include:
- Time-to-Fill/Time-to-Hire and Fill Rate for External Positions
- Cost per Hire / Cost per Project
- Supplier performance and staffing quality
- Turnover rates for external resources
- Compliance rates (e.g., compliance with the German Temporary Employment Act)
These metrics not only provide transparency but also enable targeted management of quality, costs, and speed.
Benchmarking also highlights performance differences and identifies opportunities for improvement.
This data forms the backbone of legally compliant HR practices.
- Services
Our Services in Analytics & Reporting
Dashboards & KPI tracking
- Real-time insights into costs, contracts and resource deployment
- Individually customizable KPI reports
- Visualization of complex data for quick decisions
Benchmarking
- Comparison of supplier performance and cost structures
- Identification of best practices in the market environment
- Derivation of concrete improvement measures
Predictive Analytics
- Forecast of future personnel requirements
- Early identification of trends and risks
- Data-based planning for more flexibility and security
Forward-looking planning: Predictive analytics & AI support
In addition to analyzing existing data, forward-looking planning is becoming increasingly important.
Predictive analytics uses historical data to predict future trends—for example:
- future staffing needs
- Skills gaps in certain areas
- Changes in the market for external resources
Various technological approaches are used in this process:
- AI-powered systems (e.g., SAP Joule):
enable complex pattern recognition in large datasets and support data-driven forecasting - Rule-based systems (e.g., MAVES):
provide actionable insights through defined logic—without additional AI risks or a lack of transparency
In this way, companies benefit either from maximum analytical depth or from clearly structured, reliable decision-making frameworks.
Learn more about predictive analytics in the SAP Fieldglass integration at
, or use our VMS software, MAVES, to gain immediate insights through predefined rule logic.
- Advantages
Advantages of Analytics & Reporting
Full transparency of all workforce and supplier data
More efficient management of costs and resources
Identification of trends and optimization potential
Well-founded, data-driven decisions
Future security through forward-looking planning
Trust Through Security: GDPR-Compliant HR Analytics
The analysis of HR data is subject to particularly stringent requirements in Germany—especially with regard to data protection and employee participation.
EMS ensures that all analytics and reporting processes are implemented in full compliance with the GDPR.
The key aspects here are:
- Anonymization and pseudonymization of sensitive data
- clear role and permission models
- Transparent documentation of all data flows
- Involvement of works councils in relevant analysis processes
This results in a database that is not only powerful but also legally compliant—a crucial factor for sustainable HR analytics strategies.
Ensure the security of your data flows, even in global supplier management.
Data Visualization: Dashboards & System Integration
The true power of analytics lies in the visualization of complex data.
EMS relies on modern dashboard solutions that consolidate information from various systems—such as:
- Vendor Management Systems (VMS)
- ERP systems
- HR platforms
The result is integrated real-time dashboards that:
- present complex relationships in an understandable way
- enable quick decisions
- Ensuring transparency across all levels
Visualizations such as charts, heat maps, KPI cards, and trend analyses make data immediately actionable—for management, procurement, and HR alike.
Frequently Asked Questions About HR Analytics & Reporting
What is the difference between HR analytics and people analytics?
HR Analytics focuses more on operational metrics, while People Analytics analyzes strategic relationships and long-term trends.
Which KPIs are critical for the external workforce?
Above all, time-to-Fill/Time-to-Hire, fill rate, cost metrics, supplier performance, and compliance rates provide relevant management information.
How does HR analytics support strategic workforce planning?
By analyzing trends and forecasts, future needs can be identified and planned for well in advance.
Is it possible to analyze employee data in compliance with the GDPR?
Yes, provided that anonymization, clear processes, and legal requirements are consistently followed.
What is meant by predictive analytics in the context of HR?
The use of data and algorithms to predict future trends, such as staffing needs or market changes.
How does KPI benchmarking help with supplier management?
It highlights performance differences and enables an objective evaluation and optimization of service providers.
Can a VMS be integrated with BI tools?
Yes, modern systems can be easily integrated into tools like Power BI.
What role does the works council play in HR analytics?
He is specifically involved in the collection and use of personal data in analytical processes.
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