HR sits on a goldmine of data. Employee records, performance ratings, compensation details, time logs, engagement surveys—information flows constantly through HR systems.
But data only creates value when understood and used properly. This guide explains what HR data is, where it comes from, and how to ensure quality and compliance.
What is HR Data?
HR data encompasses all information about employees and their relationship with the organization. It ranges from basic facts (name, start date) to complex insights (performance trajectory, flight risk).
This data serves multiple purposes: operational (running payroll), compliance (meeting legal requirements), analytical (understanding workforce patterns), and strategic (planning future talent needs).
5 Types of HR Data
1. Personal data - Basic employee information: names, contact details, emergency contacts, dependents. Essential for communication and administration.
2. Employment data - Job-related information: position, department, manager, start date, work location, employment type. Forms the organizational backbone.
3. Compensation data - Pay-related details: salary, bonus structure, benefits enrollment, pay history. Sensitive data requiring strict access controls.
4. Performance data - Assessments of work quality: review ratings, goal achievement, feedback records, disciplinary notes.
5. Behavioral data - Work pattern information: attendance records, time tracking, system usage, training completion. Shows how people actually work.