Bilan Social Individuel: an essential HR tool for fostering employee commitment

Companies are making increasing use of individual social reports! Even if it's not compulsory, it's a good HR communication tool for promoting your pay and benefits policy.

Are you wondering whether it's necessary? Or how to set it up?

To help you understand the usefulness and implementation of the BSI, discover all its secrets in detail.

And as a bonus, you can download an Individual Social Report at the end of the article!

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What is the Bilan Social Individuel (BSI)?

Don't worry, the Individual Social Report is not yet an interminable administrative document. It is simply a document drawn up by the company, and more specifically by the HR department, which brings together the total remuneration and benefits received by the employee over the past year.

The ISP, as its name suggests, is an individual document, and is therefore given to each employee.

Why introduce an ISP?

The benefits of the ISB

There are many advantages to the Individual Social Report, both for the employee and the company.

For the company and its managers:

• The introduction of an ISB enables you to demonstrate transparency to your employees and to highlight the various actions taken. The aim is to encourage employee motivation and commitment;
• The ISB can also be used to promote the employer brand and build employee loyalty. In fact, it can be used during a job interview to show candidates the remuneration and benefits on offer within the company.

For the employee:

• The first benefit is informational: the ISB will give them a clear picture of their salary and all the benefits to which they are entitled;
• The ISB also acts as a support tool, used both during annual interviews and during recruitment interviews to negotiate similar benefits in a new company.

Disadvantages of the ISB

The introduction of an Individual Social Report is a good idea, but it does have certain limitations:

• Money is a taboo subject in France, and setting up an ISB and the ensuing discussions can unfortunately be a source of injustice and misunderstanding;
• This review must be accurate in all the information it describes, as there is a risk of calling into question its legitimacy and therefore its impact, and thus disappointing the employee;
• Carrying out an ISR should not be taken lightly and can unfortunately be time-consuming. But don't worry, there are a number of tools, discussed below, that can help you get started.

How do you set up an Individual Social Report?

#1 Define the content of the ISB

Each company chooses what it wants to cover in its Individual Social Report. Generally, companies create a template document that simply needs to be filled in and updated.

Each ISB will be different from one company to another, but the following broad categories are often found:

• Remuneration: the amount of the basic salary, any bonuses, variable pay, etc.
• Employee savings: profit-sharing, retirement savings plans, etc.
• Ongoing training.
• Benefits in kind: meals, crèche, holiday vouchers, transport, crèche places, etc.
• Social protection: mutual insurance, provident fund, etc.
• Social security contributions.
• Working hours: holidays, RTT, special leave, etc.

#2 Choosing the right tool

It's up to the company to choose the tool best suited to its needs and resources. You can set up your BSI :

• Quite simply using Excel, the spreadsheet tool that everyone knows. This makes it easy to create tables and graphs, but is still fairly time-consuming and limited when it comes to producing interactive and captivating documents;
• Thanks to human resources management software, information about your employees is often already entered in the database. Some tools offer dematerialised, 100% customisable ISB templates, such as GraphiQ, the ideal tool to help you design your ISB;
• With online tools specialising in the creation of HR documents, and therefore ISBs. All you have to do is fill in the necessary details and your ISP is generated automatically. Unfortunately, these tools can be expensive and the scope for customisation is limited.

#3 Choose the right medium

Companies can choose between 2 formats:

• Paper: booklets, brochures or leaflets. This format is often used to hand out to employees at the start of their contract;
• Electronic: PDF file, dedicated online platform, company intranet. This format is more practical, because it can be updated more easily, it can be interactive, more economical and available at any time.

You can combine the 2 media and give employees the choice of using the format they prefer.

#4 Passing on the OHIH to employees

Without appropriate communication, the ISB loses all meaning. The aim is not to pass on the report to the employee between two coffee breaks, but rather on specific occasions so that the subject can be discussed.

The social report can be given at :

• the annual performance review
• an activity or other review,
• annual pay negotiations.

It can even be given in the form of a welcome booklet when a new employee arrives.

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Individual social report template to download

To help you set up an individual social report, we have provided a free ISR template for you to download. All you have to do is fill it in with your information!

We hope we've shed some light on the not-so-sophisticated subject of the Individual Social Report. Don't hesitate to download the free template to set up this HR communication tool within your company!