Workforce cost control
Give meaning to your HR data to inform your decisions. We define the indicators with you and design tools to analyze trends, prepare budgets and follow up on the actions launched.
Examples of tailor-made solutions
- HR dashboards: bring headcount, payroll, absenteeism, recruitment and training indicators together in suitable views.
- Payroll analysis: explain variations, compare actuals with budget and project spending under defined assumptions.
- Targeted analyses: examine staff movements, absences or hiring by relevant population and period.
- Definitions and data quality: document the calculations, check the sources and make missing or inconsistent information visible.
Your everyday challenges
An HR dashboard often gathers exports from payroll, the HRIS, time management and finance. When definitions vary, preparing the figures takes over from analyzing them. Together we build a shared calculation base and views adapted to the questions you need to address.
Our approach
A useful indicator rests on a clear definition, usable data and a management question. We build these elements with your HR and finance teams.
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Identify the sources and define the indicators
We list the available data and specify, for each indicator, its calculation, period, population and exclusions. These definitions form a shared reference.
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Choose the views and reading benchmarks
We define the recipients, the axes of analysis and the useful comparisons: previous period, budget, target or alert threshold.
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Organize the calculations and checks
The tool prepares indicators from imported or connected data and flags the anomalies planned within the scope. Update frequencies and validations are adapted to your sources.
According to the sources and frequency defined -
Link analysis to decision follow-up
Dashboards help spot the gaps worth examining. Your teams can attach a comment, an action, an owner and a deadline to follow the decisions taken.
Analysis and decisions by your teams