HR analytics and people data
We help companies use HR data to make more accurate management decisions. We define key HR metrics, develop dashboards, reporting templates and reports for leadership, analyze turnover, reasons for leaving, recruitment effectiveness, onboarding, engagement, training and employee performance data, so that people decisions are based not only on impressions, but also on facts.
At a glance
Business owners, CEOs, HR directors, finance directors, functional leaders, HR Business Partners and HR teams
Data diagnostics → metric definition → reporting development → analysis → team training
Defined after analyzing available HR data, data quality, number of processes and the required level of reporting
HR metrics, dashboards, reporting templates, analytical reports for leadership, conclusions and recommendations for management decisions
For whom
- Companies that need to move from fragmented HR data and manual spreadsheets to a clear HR analytics system
- Business owners, CEOs and managers who need to see the real causes of turnover, recruitment problems, onboarding, engagement and employee performance
- HR directors and HR teams that need HR metrics, regular reporting, analytical conclusions and the ability to work with people data
When you need it
- HR data is collected manually, stored in different files and does not give leadership a clear picture of people
- Decisions about recruitment, retention, training, engagement or employee performance are made based on impressions, not data
- The company has turnover, recruitment problems, weak onboarding, low engagement or questions about training effectiveness, but the causes are not analyzed systematically
- Leadership needs regular analytical reports, HR metrics and clear conclusions for making management decisions
What's included
- Definition of key HR metrics for the company, leadership, HR team and separate HR processes
- Development of HR dashboards, HR reporting templates and regular reports for leadership
- Analysis of employee turnover, reasons for leaving and risk factors for employee retention
- Analysis of recruitment effectiveness, candidate sources, vacancy closing speed and quality of hire
- Analysis of new employee onboarding, probation period completion and early turnover
- Analysis of engagement, employee feedback and factors influencing the work environment
- Analysis of training effectiveness, employee participation in training and the connection between training and work results
- Analysis of employee performance data, training HR teams to work with HR metrics and support in interpreting people data for management decisions
What you get
A clear HR metrics system
A set of indicators that helps you see not just separate numbers, but the state of key HR processes and their impact on the business.
Regular HR reporting
Reporting templates, dashboards and leadership reports that can be used for regular analysis and management discussions.
More accurate conclusions about people
Analysis of turnover, leavers, recruitment, onboarding, engagement, training and employee performance that helps identify causes, risks and improvement points.
Stronger HR work with data
An HR team that understands what data is needed, how to read it, how to explain conclusions to managers and how to use analytics for decisions, not only for reports.
How we work
- 01
Diagnostics
We study what HR data already exists in the company, where it is stored, how it is collected, how complete and reliable it is, what reports are already used and what management decisions need to be supported with data.
- 02
Metric design
We define key HR metrics, calculation logic, data sources, reporting frequency, responsible roles and the format of dashboards or reports for leadership.
- 03
Analytics development
We develop HR reporting templates, dashboards, reports on turnover, leavers, recruitment, onboarding, engagement, training and employee performance, and also formulate conclusions and recommendations.
- 04
Training and implementation
We train the HR team to work with HR metrics, read data, explain conclusions to managers, use analytics in management discussions and gradually improve the quality of people data.
Q&A
How does work with HR analytics start?+
We start with data diagnostics: we look at what people data is already collected, where it is stored, how accurate it is, what reports are used and what decisions leadership wants to make based on HR analytics.
Can we start with a few key metrics rather than a large system?+
Yes. It is often better to start with a few priority areas: turnover, recruitment, onboarding, engagement, training or employee performance. After that, the HR analytics system can be gradually expanded.
What if the company’s data is incomplete or collected manually?+
This is a normal starting point for many companies. In this case, we help define the minimum data set, improve the collection logic, develop simple reporting templates and gradually move toward more systematic analytics.
How is HR analytics useful for managers?+
HR analytics helps managers see the causes of turnover, recruitment problems, weak points in onboarding, engagement risks, training effectiveness and the dynamics of employee results. This makes people decisions more accurate, timely and well-grounded.