Most organisations in today's technological age have too many systems, too much data available to them and no approved process for safely sharing it. Data is frequently locked in a centralised HRIS with the only access available through time consuming and restricted processes. More often than not, data exports are made available in unsecured excel format and reliant on the manager's analytics skill to generate useful information.
Andrew Robb, Manager, OH&S and Information
Workforce modelling uses role-based security to act as a gatekeeper to an organisation’s sensitive employee data. This allows wide and deep access to HR data, wide across the organisation and deep for approved managers.
Combined with automated workforce analytics, all layers of management have access to insights about their employees in easy to digest visual format. This includes department budgets, employment types, leave liability, diversity objectives and talent ratings. Use customised dashboards to centralise key metrics and create a consistent management dialogue on workforce planning.
Want to learn more? Read our article explaining the key differences between workforce modelling and HR analytics.
Use conditional formatting to communicate complex formulas and KPIs in simple, easy to understand visual format
Provide simple, employee focused HRIS analytics to your business
Automate your HR reporting through calculations, conditional formatting and formulas that can be set up for repeatable, accurate weekly reports
Eliminate siloed data sets by giving managers what they need from your HRIS source of truth
Share and discuss critical workforce KPIs (leave, diversity, age, talent, salary, budget, succession, length of service, headcount and span of control)