Workforce cost control

HR analytics links HR on one side with costs, capacity and performance on the other. This tool brings together on one base the indicators for payroll, turnover, absenteeism, recruitment, training, equality, budget and productivity: each broken down (trend, segmentation, cross-analyses), compared with its target, and linked to an action when it goes off track. The home dashboard is built element by element: everyone keeps the view they need.

Interactive demo: “Cévia Mobil” company preloaded (leisure vehicle manufacturer, ~240 employees, 2 sites), the same data as the HR Suite demo. Click “Customise” to rebuild the dashboard. Open full screen →

The problem

The social report and HR reporting are often done in a workbook that grows every year, where nobody knows any more which cell feeds which figure. HR analytics deserves the same care as classic management control: stable definitions, breakdowns, targets, and a reading that leads to decisions.

The tool

A shared database linking HR, costs, capacity and performance: payroll, turnover, absenteeism, recruitment, training, equality, budget and productivity, each compared with its target and linked to an action when it goes off track. It is a dialogue tool between HR, finance and managers.

How it works

Customisable dashboard: a catalogue of some forty widgets (indicators, curves, Pareto, waterfall, heatmaps) that you add, remove, reorder by drag-and-drop and resize; the number of columns and density can also be set. The layout is specific to each computer.
One page per data theme: headcount, recruitment, turnover, mobility, payroll, budget, productivity, absenteeism & health, working time, training, equality, HRIS, cross-analyses, data quality, KPI dictionary.
Financial payroll analysis: breakdown of the year-on-year change into volume, price, structure and mix effects; drift and turnover effects; budget-to-actual bridge; forecast and sensitivity scenarios.
Cross-analyses: turnover × seniority, absence × department, recruitment × retention by source, training × mobility, payroll × headcount, span of control per manager, each time with the management reading and its limit (no correlation taken for causation).
Alerts that lead to action: each off-target indicator becomes a card: quantified finding, gap, cause to check, action, owner, horizon and tracking KPI.
KPI dictionary and data quality: exact formula, numerator, denominator, source, desired direction and caveats for each KPI, plus a data quality page: completeness, duplicates, inconsistent dates, salary and seniority anomalies.

What it changes

Indicators broken down: each is compared with a target, instead of annual averages.
Weak signals visible: a hiring cohort dropping out or a department drifting shows up early enough to act.
Defensible figures: a figure shown = a stable definition and a traced source.

A tool that connects to the others

HR indicators are only as good as the data behind them: they can be calculated directly from the other tools.

With the operational HRIS and the workforce planning : payroll, turnover and absenteeism are calculated with no export or re-entry.
With skills management : training budgets can be linked to the skills actually acquired.
With workplace wellbeing : a drifting indicator, such as absenteeism, can be compared with survey results and ongoing actions.

Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.