Gather and analyze data that represents the current state of things or historical events.
Line Managers can define the average employee tenure across departments or as a company to discover five critical reasons for people leaving or compare budgets for personal education by years and units.
Optimize operations and improve employee experience. Predict when employees are likely to take a day off using absenteeism forecasts.
Managers would be able to reschedule shifts and/or assign extra staff. Identifying current and future skill gaps.
Process large amounts of complex data, and use machine learning and statistical algorithms to make predictions about future event outcomes.
Organizations use predictive analytics tools for fraud detection, marketing, risk assessment and operations.
SaaS Based –We give you the most cost-efficient way of investing in analytics and at the same time access the latest upgrades in technology.
Choose either Cloud or on-premise – Aiding accessibility without heavy IT integration under both the options. This grants HR the autonomy to use the solution as and when needed.
Can be used by individuals not Data Scientists. An accessible solution designed for anyone with minimum training.
Catering to all Business solutions that C-suite expects HR to deliver – A unified solution that can assess multiple metrics to answer each business question.
Powered with Statistical Analysis and Machine Learning Technology – Is designed to learn and reason autonomously, revealing insights that data scientists can then analyze.
Based on Predictive Analytics – Analyses using statistical methods to forecast future alternatives – if the current termination rate continues at the same pace or might we expect a surge of exits as the job market strengthens.
Powered with Visualization Technology –Our analytics engine has the capability of processing complex and vast amount of data in a visually representative way to have better understanding of trends and events.
Time to hire – The number of days between approaching a candidate and the candidate’s acceptance of the job offer. Just like time to fill, data-driven analysis of time to hire can benefit recruiters and help them improve the candidate experience to reduce this time.
Offer acceptance rate – Higher rate (above 85%) indicates a good OA ratio. With our tool your data can be used to redefine the company’s talent acquisition strategy.
Time to fill a position – The number of days between advertising a job opening and hiring someone to fill that position. By measuring the time to fill, Talent Acquisition team can alter their recruitment strategy to identify areas where the most time is being spent.
Revenue Per Employee – Measure of how efficient an organization is at enabling revenue generation through employees.
Training expenses per employee – Efficiency may lead you to re-evaluate the training expense per employee.
Absenteeism – Get insights into overall employee health and can also serve as an indicator of employee happiness.
Voluntary turnover rate – Identify gaps in the employee experience that are leading to voluntary attrition.
Involuntary turnover rate – This metric can be tied back to the recruitment strategy and used to develop a plan to improve the quality of hires to avoid involuntary turnover.
Succession Plan – Having a clear succession plan in case of Voluntary and Involuntary turnover.
Compensation – It indicates the potential of an employee leaving the job based on compensation related issues.
Attitude – It captures several factors like cultural fit, attitude and relationship with managers and team members.
Skill Gap – Absence of a specific skill to fill a new type of job and lack of qualified employees to fill leadership positions.