Executive dashboards
Track agreed workforce KPIs with filters by entity, location, function and period.
Decisions · Workforce signals for leadership
Give HR and business leaders one view of workforce health.
Bring headcount, cost, attendance, hiring, performance, engagement and service data into role-based dashboards designed for action—not just reporting.
No generic sales tour Built around your workflows
HR operating viewLive
Payroll inputs94%
Attendance closure8 / 10
Joiners ready12 / 14
9 manager actions overdueReview
Why this matters to the Head of HR
The Head of HR is expected to explain what is happening, why it matters and what the business should do next. A connected data model makes that conversation faster and more credible.
People Analytics capabilities
Designed around the full operating workflow.
Configure the module around your structures, policies, ownership and approval model—not a generic process diagram.
Headcount and movement
Monitor joins, exits, transfers, vacancies, spans, layers and workforce mix.
Workforce cost
Analyse payroll cost, overtime, variable pay and cost movement using controlled access.
Talent metrics
Review time-to-fill, offer conversion, performance completion, engagement and development actions.
Operational health
Track payroll readiness, attendance closure, approval ageing and HR service volume.
Scheduled reporting
Deliver recurring reports to authorised leaders with a consistent definition of each metric.
Operational outcomes
What a well-run people analytics process should improve.
Faster board and leadership reporting Consistent KPI definitions Earlier visibility into workforce risk Better prioritisation of HR interventions
Connected workflow
- Define KPI and data ownerOwner, status and history remain visible.
- Validate source and definitionOwner, status and history remain visible.
- Publish role-based viewOwner, status and history remain visible.
- Review trend and assign actionOwner, status and history remain visible.
A working view, not a static report
Give the team clear status and exception signals.
The example below is illustrative. Measures and thresholds should be configured around your operating definitions and review cadence.
8.4%Rolling attrition
₹3.2CrMonthly people cost
31 daysMedian time to fill
2.6%Absence rate
Connected modules
View all modules People Analytics works better when its inputs and outputs stay connected.
Core HR
Centralise employee records, organisation structures, lifecycle changes and HR policies so your team stops reconciling the same information across spreadsheets, inboxes and payroll files.
ExplorePayroll
Bring employee changes, attendance inputs, earnings, deductions, declarations, reimbursements and final settlements into one structured payroll process built for Indian operating realities.
ExploreRecruitment & ATS
Manage requisitions, candidate pipelines, interviews, feedback, offers and joining handoffs without losing context between recruiters, hiring managers and HR operations.
ExploreEngagement & Surveys
Run pulse surveys, lifecycle surveys and targeted feedback programmes while protecting confidentiality and giving leaders a clear action-tracking process.
Explore
Questions about implementation
Evaluate People Analytics in your policy context.
Use your actual workforce groups, approval paths and edge cases during product evaluation.
Can policies and approvals be configured for different locations or employee groups?
Yes. Rules can be segmented by entity, location, department, grade, employment type and other employee attributes, with role-based approvals and effective dates.
Can we create custom reports?
Yes. Authorised users can select fields, filters and groupings for custom reports. Sensitive payroll and personal data remain governed by role-based permissions.
Explore People Analytics
See People Analytics configured around your organisation.
Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.