Analytics
The views are simply on
The views run continuously off the records the rest of the platform maintains, so opening one shows now, not the last refresh.
The situation
A workforce full of signals nobody reads.
Flight risk · why
Pay below band mid
Two manager changes
Pulse trending down
Every workforce broadcasts constantly: who is thriving, who is drifting towards the door, where pay has quietly diverged for equivalent work, which team’s engagement fell off a cliff last quarter. The signals exist in the data the company already holds. What is usually missing is an instrument that reads them honestly, from live records rather than a quarterly extract, and that shows its reasoning instead of asking to be believed.
Where it breaks
The problems that live in this world.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
Insight arrives as archaeology.
The attrition analysis is commissioned after the resignations, built from extracts that were stale before the deck was finished. The organisation learns what happened, never what is happening.
Scores without reasons.
A dashboard says a team is at risk and cannot say why. Leaders are asked to act on a number that will not show its drivers, so they quite reasonably do not.
Pay equity is examined annually, if ever.
Divergence between equivalent roles builds gradually and is examined rarely, usually under pressure. By the time it is measured, it is a liability with history.
The global picture needs a merge.
Where people are, how each country is growing and churning, arrives as a quarterly consolidation exercise rather than a view anyone can open.
Day to day
Three operational realities, handled.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
01
One instrument, already assembled.
Analytics comes with every module you run: ready-made views from headcount and movement through pay, absence and hiring, all reading one live source so no two views disagree.
02
Risk and equity, with reasons.
A flight risk score or a pay equity gap never lands as a bare number. What is moving it sits beside it, so a leader can act on it and a sceptic can pull it apart before either has to trust it.
03
The pulse of the whole population.
eNPS shows how people actually feel, regrettable attrition separates the exits that hurt from the ones that do not, and a live map places every employee on the globe.
The modules that fit
Take what fits, leave the rest.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
Analytics→
The product this job runs on. See the full Analytics product page for the views, the scores and how their drivers are surfaced.
Employee Management→
The live connected record every figure derives from, which is what makes the numbers citable.
Reports→
The companion product for tabular, exportable answers where Analytics carries the trends.
Perform→
Goal, review and pulse signals that give the performance view something real to read.
Organo→
The structure the analytics describe, one click from any number to the people behind it.
A working day, connected
How the day actually runs.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
01
The views are simply on
The views run continuously off the records the rest of the platform maintains, so opening one shows now, not the last refresh.
02
A trend asks for attention
Churn ticking up in one country, engagement dipping on one team: the movement is visible while it is a trend, not after it is a headline.
03
The drivers are one click deep
A risk or equity score opens into the factors moving it, so the conversation starts from what is happening, not from whether to believe the number.
04
Equity is watched, not audited
Pay equity reads run from the live pay data continuously, so divergence between equivalent roles is caught as it forms rather than measured under pressure.
05
The world map answers the where
Where your people are, and how each country is growing and churning, is a view anyone entitled can open, with no quarterly consolidation exercise.
06
Leadership acts on cited numbers
Because each number is computed from the records themselves and labelled with its origin, the meeting argues about the decision, not the data.
Who lives this
The people inside this playbook.
Employee Management
A trend asks for attention
Churn ticking up in one country, engagement dipping on one team: the movement is visible while it is a trend, not after it is a headline.
Reports
The drivers are one click deep
A risk or equity score opens into the factors moving it, so the conversation starts from what is happening, not from whether to believe the number.
Perform
Equity is watched, not audited
Pay equity reads run from the live pay data continuously, so divergence between equivalent roles is caught as it forms rather than measured under pressure.
Keep reading
Related playbooks in this family.
Asked before buying
The questions that come up every time.
Do we need Employee Management for Analytics?
No. Analytics is a product in its own right, and it comes with every module you run at no extra charge. It has its own surface and its own product page; this page is about the job it does. Nothing it shows is keyed in or estimated.
Which questions do the views cover?
Everything from who you employ and how they move, through pay, absence, hours and hiring, to capability, performance, benefits, assets and compliance standing. The full list is on the Analytics product page; each reads the same connected record, so they agree by construction.
How do flight risk and pay equity work?
Both arrive explained: the factors moving each score are shown beside it, so a risk read or an equity gap comes with its reasons attached. Leaders act on explained numbers, and pay-related views stay gated to the roles entitled to them.
Can we ask questions in plain language?
With HARMONI AI, the optional add-on, leaders can ask workforce questions in plain language and get cited answers. Analytics itself is complete without it: every view, score and driver is there with or without the add-on.
Run it on your own organisation.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.