Most organisations in today have too many tech systems, a mountain of data and no approved sharing process. A common issue faced by Managers' is the task of sourcing useful insights from endless rows of data in a spreadsheet - not an easy task.
Another challenge faced by companies' is HRIS access restrictions, locking HR data in a centralised system. This makes extraction a painful task. Exporting sensitive data in excel format can also potentially expose your organisation to security risks.
Megan Shields, HR Systems, Bank of Queensland
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 levels of management can access employee insights in an user-friendly, visual format. View department budgets, employment types, leave liability, diversity objectives and talent ratings. Use customised dashboards to centralise key metrics and create a consistent management dialogue.
Want to learn more? Read our article explaining the key differences between workforce modelling and HR analytics.
Use conditional formatting to measure your current state against KPI objectives
Use a dashboard to visualise employee focused HR analytics
Set up formulas to automatically generate accurate HR reports on a recurring schedule
Eliminate siloed data, allow managers to access & maintain their relevant data direct from the source of truth
Effortlessly view & share workforce KPIs (leave, diversity, age, talent, salary, budget, succession, length of service & headcount)