UKG Reporting With Data Hub and People Analytics

UKG customers typically choose between three reporting layers: in-application reports for daily operations, UKG Pro People Analytics for HR and payroll dashboards, and UKG Pro Workforce Management Data Hub for warehouse scale analysis in Google BigQuery. The right choice depends on who asks the question, how much history it needs, and whether it combines non UKG data.

Key takeaways

  • Data Hub, formerly UKG Dimensions Data Hub, delivers UKG Pro WFM data into BigQuery for SQL and BI tool analysis.
  • UKG Pro People Analytics offers prebuilt reports, dashboards and alerts across HR, payroll, talent and WFM data.
  • UKG now markets a broader Workforce Intelligence Hub. Confirm with your account team which components you are licensed for.
  • Agree metric definitions, such as overtime percentage and turnover, before building dashboards.
  • Reporting access is a data privacy decision. Design roles before you share dashboards.

What are the current UKG reporting and analytics products?

Product names have changed several times since the Kronos and Ultimate Software merger, so it helps to pin down what each term means today. Verify against your contract, because packaging differs by customer.

ProductWhat UKG says it doesTypical user
In-application reportsOperational lists and reports inside UKG Pro, Pro WFM or ReadyManagers, payroll, timekeeping admins
UKG Pro People AnalyticsPrebuilt report library, custom reports, dashboards, automated email alerts, predictive analytics, Pay Equity reports and a Diversity Dashboard, with role based accessHR business partners, HR leaders, comp and DEI teams
UKG Pro Workforce Management Data HubA Google Cloud hosted data warehouse for extracting large volumes of WFM data, with SQL like access and use in BI tools of your choiceData analysts, finance, operations analytics
UKG Workforce Intelligence HubA suite of workforce data and analytics solutions combining HR, pay and WFM data, with UKG benchmarks and AI driven insights, extendable through APIs, webhooks and data streamsHR, operations and data teams

Sources for the table are UKG's People Analytics product profile, its Data Hub product page and its Workforce Intelligence Hub page. UKG Ready has its own reporting tools; the decision framework below still applies.

When should you use Data Hub instead of standard UKG reports?

Data Hub earns its cost when questions need long history, large volumes or data from outside UKG. In a 2021 UKG blog post, a UKG data scientist described Data Hub as built on Google BigQuery, holding time and attendance, scheduling, volume and employee data, and queryable with SQL. The same post makes a useful distinction: Data Hub is for bulk and historical analysis, while APIs remain the better choice for streaming data, changing data in a tenant or integrating with other platforms.

Good fits for Data Hub

  • Labor cost trends across several years and many sites.
  • Joining timecard data with sales, census, production or patient volume from other systems.
  • Forecast accuracy analysis comparing scheduled, forecast and actual hours.
  • Feeding an enterprise data warehouse or BI platform your company already runs.

Poor fits

  • A manager's daily list of missed punches. Use in-application tools.
  • Writing data back to UKG. Use APIs.
  • Teams without anyone who can write SQL or maintain a BI model.

Which questions does People Analytics answer well?

People Analytics suits HR questions that combine employee, pay and talent data and need to be shared with leaders who will not write queries. Examples include turnover by manager and tenure band, pay equity analysis, headcount and cost by department, and alerts when a metric crosses a threshold. The product profile describes automated email alerts for events such as cost overruns or compliance issues, which is often the fastest way to get value: a short list of alerts that reach the right people beats a dashboard nobody opens.

Predictive features deserve care. Treat a flight risk or similar score as a prompt for a conversation, not a decision, and check whether the model's inputs could proxy for protected characteristics. Our article on predictive workforce analytics to prevent turnover covers how to use these signals responsibly.

How do you define workforce metrics so reports agree?

Most reporting arguments are definition arguments. Before building anything, write a metric dictionary and get HR, payroll and finance to sign it.

MetricDecisions to make
Overtime percentageOvertime hours over total worked hours, or over regular hours? Include daily overtime and premiums?
Turnover rateVoluntary only or all separations? Average headcount or start of period? Include seasonal staff?
Absence rateWhich paycodes count? Are approved PTO days included or only unplanned absences?
Labor costWages only, or wages plus employer taxes and benefits? Cost center from home or worked labor account?
Schedule adherenceTolerance window in minutes, and how to treat unscheduled shifts

Once defined, name the system of record for each metric. If People Analytics and a Data Hub dashboard both show turnover, decide which one is official and label the other as exploratory. For more on choosing which metrics to track, see tracking KPIs through your HRMS.

How should you govern access to UKG analytics data?

Analytics tools concentrate sensitive data: pay, performance, leave and sometimes demographic fields. Governance decisions to make up front:

  • Role design: map who sees which populations and fields. People Analytics supports role based access; use it deliberately rather than granting broad roles for convenience.
  • Warehouse access: Data Hub data lands in your Google Cloud environment, so your own cloud access controls, logging and retention policies apply. Involve IT security before the first load.
  • Small cell suppression: hide or aggregate results when a group is small enough to identify individuals, especially for pay equity or diversity views.
  • Change control: treat shared dashboards like code. Changes to a published metric need an owner and a note.

Our guide to building a reporting governance strategy is written for Workday, but the governance model transfers directly to UKG. For more UKG administration guides, visit our UKG guides hub.

Frequently Asked Questions

Is UKG Data Hub the same as UKG Dimensions Data Hub?

Yes. UKG's product page describes UKG Pro Workforce Management Data Hub as formerly the UKG Dimensions Data Hub, following the rename of Dimensions to UKG Pro Workforce Management. Documentation and community posts may use either name. Confirm with your account team whether Data Hub is part of your current subscription or a separate entitlement.

Do we need a data team to use Data Hub?

In practice, yes. Data lands in Google BigQuery, so someone must write SQL, model the data and maintain BI dashboards. UKG's product page mentions access to UKG experts on best practices, but ongoing analysis needs internal or partner capacity. Without it, People Analytics or in-application reports are usually a better first step.

Can People Analytics include data from outside UKG?

UKG's People Analytics product profile describes combined analysis of HR, payroll, talent and workforce management data, including data from other business systems. The specifics depend on your configuration and licensing, so confirm which external sources are supported and how often they refresh before promising cross system dashboards to leaders.

Where should a new UKG reporting program start?

Start with five to ten metrics leaders already ask about, define them in a metric dictionary, and deliver them with the simplest tool that works. Add alerts for the two or three thresholds that need action. Move to Data Hub when questions require multi year history or non UKG data.

Next steps for your UKG reporting plan

  1. Confirm which analytics products your UKG contract includes.
  2. Write a metric dictionary with HR, payroll and finance sign-off.
  3. Assign each metric a system of record and an owner.
  4. Design analytics roles with IT security before sharing dashboards.
  5. Pilot with one leadership team, collect feedback for a quarter, then expand.

Last reviewed: October 2026.

Sources

Comments

Post a Comment

Popular Posts

Why Workday Onboarding Breaks Down for Frontline Employees

Image
The Onboarding Gap Nobody Talks About Workday's onboarding module is well-designed for its intended audience: office-based, desk workers with reliable computer access, personal email addresses, and the digital literacy to navigate a web-based portal. For this population, Workday onboarding works well, it automates tasks, routes approvals, collects documents, and creates a reasonably smooth first-week experience. But most organizations using Workday have a substantial population of frontline workers: warehouse employees, retail staff, manufacturing workers, healthcare aides, food service workers, drivers. For this population, the standard Workday onboarding experience frequently fails in ways that are predictable, documented, and, crucially, fixable. Understanding why it breaks down and what actually works is increasingly urgent as labor market competition for frontline talent intensifies. How Standard Workday Onboarding Is Designed Workday's new hire onboarding (delivered throu...
Read more

How to Improve the Customer Experience (CX)

Customer experience is the sum of every interaction a customer has with your company, from the first ad they see to the way a return gets handled years after the purchase. Companies that take this seriously outperform those that treat CX as a support function. The ones that struggle tend to confuse customer satisfaction scores with actual improvements, or fix the wrong things. Here's a practical look at what actually moves CX forward. Start with where customers actually struggle Most CX improvement programs begin with surveys. Surveys are useful but limited, they capture what customers are willing to articulate after the fact, which tends to under-report friction in the middle of an experience and over-index on the most recent interaction. The richer data comes from observing behavior directly: where do customers drop off in a purchase flow? Where do support tickets spike? What search queries are people entering on your site that suggest they can't find what they're loo...
Read more

Infor HCM Software Engineer Jobs: Salary Factors and Skills

An Infor HCM software engineer's salary depends mostly on the type of employer, the depth of Infor platform knowledge, and location. Engineers who combine general software skills with hands-on experience in Infor CloudSuite HCM, Lawson, Infor ION integrations and payroll logic tend to command more than generalist developers, because that combination is scarce in the job market. What does an Infor HCM software engineer actually do? The title covers several different jobs, and pay follows the job more than the title. Broadly, these engineers build, configure, integrate and support the Infor human capital management stack, which includes core HR, payroll, benefits, talent management and workforce management. Many organizations still run the older on-premises Infor Lawson system alongside or instead of the cloud suite, so experience with both is common. Typical responsibilities include: Building and maintaining integrations between Infor HCM and payroll providers, benefits carrie...
Read more

New Apple Watch Health Features Will Be Available This Year, but Blood Pressure and Blood Sugar Sensors Will Not Be Available Until Next Year

Image
What Apple confirmed for its upcoming watch lineup Apple's annual health feature announcements for its Watch lineup continue to generate significant attention, both from health enthusiasts who track every new sensor addition and from the clinical research community that increasingly uses consumer wearables in studies. The pattern that has emerged over the past several product cycles is consistent: Apple confirms a set of features that will ship with the current year's model and acknowledges separately that other, more complex sensors are still in development and will not arrive on schedule. This year's announcement followed that pattern closely. Several new health monitoring capabilities are confirmed for the current Apple Watch generation, representing meaningful additions to what the device can track passively. At the same time, the two most anticipated sensor additions, continuous blood pressure monitoring and non-invasive blood glucose measurement, will not be availa...
Read more

UKG Union Contract and Overtime Rules for Multi-Site Food Plants

Multi-site food manufacturers running UKG often struggle with one thing: each plant has its own union contract, shift pattern and overtime rules, while the timekeeping system is configured centrally. The fix: document every contract rule precisely, map it to UKG pay rules and work rules, test against real timecards, and handle true exceptions with add-ons rather than core customization. Disclosure: The author works at CloudApper, which makes the UKG add-ons discussed in this article. Why are union contracts so hard to configure in UKG? Federal law sets a floor. Under the Fair Labor Standards Act, non-exempt employees must receive at least one and a half times their regular rate for hours worked over 40 in a workweek. Collective bargaining agreements frequently go further, and food plants often have several agreements across locations. Common contract provisions include: Daily overtime after 8 hours, or after 10 on a four-day schedule. Double time on the seventh consecutive day o...
Read more

How to Search in Workday: Find Reqs, Reports, People and Tasks

To search in Workday, type into the global search bar at the top of any page, press Enter, then use the category filters on the left of the results to narrow to people, organizations, tasks and reports or other object types. Workday only returns items your security roles allow you to see, so missing results often mean an access issue rather than a typo. How does Workday search work? Workday uses a single global search box rather than separate menus for each module. Everything in the tenant, from a worker's profile to a job requisition to a custom report, is an object that search can find if you have permission to view it. Three points explain most search behavior: Security trimming. Results are filtered by your security groups. A recruiter and a payroll partner typing the same term will see different results. Categories. After you press Enter, results are grouped into categories that appear as filters. Clicking one hides everything else. Related actions. Once you open an...
Read more

How Do I Log In and Sign In to Workday HCM

Workday HCM is the system your organization uses to manage everything from your pay stubs and benefits to time off requests and performance reviews. Getting in is usually simple once you know where to go, but first-time login, password resets, and single sign-on setups can trip people up if no one has walked them through it. Here's what you need to know. How to find your Workday login URL Workday doesn't have one universal login page. Each organization has its own tenant, a dedicated instance with a unique URL. Your company's HR department or IT team should have provided the URL when you were onboarded. It usually looks something like your-company.workday.com or wd3.myworkday.com/yourcompany . If you weren't given the URL, check your onboarding email, your company's intranet, or ask HR directly. Some organizations also link to Workday from their internal HR portal. Don't try to guess the URL, there's no central directory, and guessing wrong just takes...
Read more

The Future of Employee Healthcare Key Concerns and Strategies for 2024

In a rapidly evolving professional landscape, employers are grappling with an array of challenges as they plan employee-sponsored healthcare strategies for 2024. A recent survey conducted in the US in August 2023 sheds light on the primary concerns and emerging trends in the realm of employee healthcare. Mental health, healthcare costs, pharmacy expenditures, and transformative technologies are at the forefront of employer considerations, signaling a need for comprehensive and innovative approaches to employee well-being. Rising Mental Health Concerns A staggering seven in 10 employers reported a surge in mental health concerns, marking a significant uptick from the previous year. With 77% of employers experiencing an increase and an additional 16% anticipating future challenges, the mental health landscape is a top priority. The implications of the ongoing pandemic, remote work dynamics, and societal shifts are evident as employers grapple with addressing and supporting the mental ...
Read more

How AI Is Transforming HR and HCM: Uses, Risks and Next Steps

Artificial intelligence is changing HR and HCM by taking over repetitive work: answering policy questions, screening applications, scheduling, drafting documents and flagging payroll or attendance anomalies. The real shift is that HR teams spend less time processing transactions and more time on judgment calls, provided they put governance, data quality and legal review in place first. What does AI actually do inside an HR or HCM system? Most HR leaders meet AI in three forms, often inside the same platform. It helps to separate them, because each carries different risks and needs different controls. Predictive models score or rank things: which applicants match a job profile, which employees show attrition risk, which timecards look unusual. Generative AI writes and summarizes: job descriptions, offer letter drafts, policy summaries, survey comment themes and answers to employee questions. Agentic workflows take actions across steps, such as collecting missing onboarding doc...
Read more

ERP Solution Guide: How to Choose the Best ERP for You

What Is an ERP System and Why Does It Matter? An enterprise resource planning (ERP) system is software that integrates the core functions of a business — finance, inventory, procurement, human resources, manufacturing, and customer management — into a single, connected platform. Instead of data living in separate spreadsheets or standalone applications that don't talk to each other, an ERP creates one source of truth for the entire organization. For growing companies, the question is usually not whether they need an ERP but when and which one. Getting this decision right has long-term consequences. A poorly chosen ERP creates more problems than it solves — forcing teams to work around the system, creating data integrity issues, and consuming IT resources in an endless cycle of customization and maintenance. A well-chosen ERP, on the other hand, becomes the operational backbone that lets a company scale without proportionally growing its administrative overhead. Understandin...
Read more