A dashboard that cannot explain itself is decoration. This is how leaders read attrition, engagement, cost and pay equity from records that are already live, with every score carrying the reasons behind it.
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.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
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.
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.
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.
Where people are, how each country is growing and churning, arrives as a quarterly consolidation exercise rather than a view anyone can open.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
Analytics is its own product and comes with Employee Management: eleven ready-made views spanning the whole employment relationship, from headcount and movement through pay, absence and hiring to capability and compliance standing, all reading one live source so no two views disagree.
A flight risk score or a pay equity gap never lands as a bare number: what is moving it is displayed beside it, so a leader can act on it and a sceptic can pull it apart before either has to trust it.
eNPS answers show 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, so the international picture stops being a quarterly merge.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
The product this job runs on. See the full Analytics product page for the views, the scores and how their drivers are surfaced.
The live connected record every figure derives from, which is what makes the numbers citable.
The companion product for tabular, exportable answers where Analytics carries the trends.
Goal, review and pulse signals that give the performance view something real to read.
The structure the analytics describe, one click from any number to the people behind it.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
The eleven views run continuously off the records the rest of the platform maintains, so opening one shows now, not the last refresh.
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.
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.
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.
Where your people are, and how each country is growing and churning, is a view anyone entitled can open, with no quarterly consolidation exercise.
Because each number is computed from the records themselves and labelled with its origin, the meeting argues about the decision, not the data.
Analytics is a product in its own right, included when you take Employee Management 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.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.