Ability to cross-filter your data by business unit, pay grade, tenure, managers' span of controls, and more. We make it easy to uncover potential problems, opportunities, or hidden biases.
Understand engagement drivers
Unlock high-potential talent
Supercharge your DEI goals
We incorporate sentiment analysis to uncover human factors that impact business performance and engagement, helping you make better people decisions that drive great business outcomes.
Quick insights with keyword cloud
Optimise workforce and resource planning
Drill in to attrition decision tree
Enable people managers with analytics access to gain insights into team dynamics, identify areas of improvement and engagement levels, empowering them to drive positive employee experience.
Key metrics summary tiles
Role-level analytic access
Sensitive information filtering
By analysing data on recruitment sources, candidate demographics, and employee turnover patterns, iHR's people analytics can identify the most effective hiring channels, pinpoint factors contributing to attrition and inform retention strategies.
The four stages of people analytics are:
1. Descriptive Analytics: Analyses historical data to understand what has happened in the organisation. Examples include turnover rates and employee demographics.
2. Diagnostic Analytics: Explores why certain trends or patterns occurred, identifying the root causes of issues like high turnover or low engagement.
3. Predictive Analytics: Uses historical data to forecast future trends and outcomes, such as predicting which employees are at risk of leaving.
4. Prescriptive Analytics: Provides recommendations for actions to take based on the insights gained from the previous stages, aimed at improving workforce outcomes and achieving strategic goals.
Configurable automation:
- Robust workflow automation that tailors to your organisational needs.
Personalised Experience:
- Elevate your employee experience with customisable tools and features.
Intelligent analytics
- Unlock your insights from your people data to propel your business forward
An example of people analytics is using predictive analytics to identify employees at risk of leaving the company. By analysing factors such as employee engagement scores, performance reviews, absenteeism, and feedback data, the organisation can predict which employees might leave and proactively implement retention strategies, such as career development opportunities or improved benefits, to retain key talent.