Measure Employee Performance With Accurate Insights
Tackle HR problems with Analytics-driven data, find the pain points, and address them in a timely fashion.
Keep the employee turnover rate to a minimum by analyzing the historical turnover trends, average turnover of the industry and the costs associated with the turnover and attrition while making a budget for recruitment purposes.
Compare benchmark industry standards to identify and rectify the inherent efficiency in the HR process and perform employee migrations under the light of workloads to fill open positions which minimize cost.
Measure the employees efficiency and compare your branches by carefully monitoring overtime values to help in identifying whether the corporate is understaffed or the employees are not working efficiently.
Credible, accessible, and actionable analytics for decision makers to see voluntary & involuntary employee termination rate, identify the root causes and devise a plan of action to counter it.
Keep a solid balance between new skills & ideas to high-furnished experience in business workforce by analyzing employee tenures and avoid growth stagnation.
Perform overtime analysis to identify potential job functions to optimize business units and take care of employees by compensations or special treatment in terms of bonuses, pay raises and paid leaves.
Calculate average salary for a job function, business unit payroll expense, paid time off (PTO), and other crucial payroll expenses to sustain and potentially increase your spending budget and business revenue in the long-term.
Implement a data-driven approach to manage people at work by making decisions based on experience and risk avoidance and calculating important metrics such as working hours of team members, PTO, overtime, salaries, bonuses, taxes and loans to optimize the workspace flow in the corporate infrastructure.
HR organizations have mature people analytics competence to bank on.
Developed analytics organizations report at least one HR analytics project with a proven business impact.
More than 70% of companies now say they consider people analytics to be a high priority.
89% of employers believe that turnover stems from an employee’s desire to earn more money.
Only 21% of HR leaders believe their organizations are effective at using talent data to inform business decisions.
