Leading companies understand the importance of utilizing people data from across the organization to attract the right talent, maintain proper staffing levels, maximize training and growth, and retain employees who contribute to organizational success.

At our company, we provide HR Analytics (also known as People Analytics) solutions that empower HR departments with complete visibility into the employee lifecycle, from recruitment to separation, to develop a strong workforce that supports the business and prioritizes employee well-being.

Data and Analytics Services for Human Resource Departments

We specialize in designing and building solutions that combine data from Human Resources Information Systems (HRIS), applicant tracking systems, learning platforms, payroll systems, and surveys to execute and measure vital HR initiatives, and to integrate data from the rest of the organization.

Workforce Planning

Utilize data from across the organization to determine appropriate staffing levels and predict workforce capabilities needed for the future. Ensure that hiring efforts align with organizational growth objectives.


Analyze recruiting channels to determine where the best quality candidates are coming from and understand where in the recruitment pipeline candidates are dropping out, resulting in lower costs and improved quality.

Performance Management

Analyze employee performance data, including performance reviews, goal tracking, 360 reviews, employee surveys, promotion rates, and more, to better understand all the performance factors that affect business productivity and employee attrition.

Learning and Development

Evaluate the effectiveness of training and development offerings by analyzing HR data in conjunction with other business areas. Track skills across the organization, identify areas for improvement, and understand ROI to justify training programs. Use various employee attributes to determine the most appropriate training for the individual.

Diversity, Equity and Inclusion

Identify areas for improvement across the entire employee lifecycle, monitor improvements over time, and share the data outside of HR to keep the whole company accountable for reaching diversity goals.

Compensation and Benefits

Analyze compensation, performance, and employee attributes to investigate pay equity, reward high performers, attract top talent, and make appropriate salary offers for new hires. Understand how the total cost of benefits affects the company’s bottom line.

here are some examples of how Business Intelligence (BI) can be used for HR:

Human Resources: Using Analytics to Improve Employee Retention