Answer the owner’s questions about headcount, exits, overtime and absence from records already kept.
HR Analytics & Reporting answers the questions an owner asks about their own staff. It gives headcount by branch, who left this quarter and from which department, overtime creeping up in one shift, and absence that clusters on Mondays. The figures come from attendance, leave and payroll records already being kept, and not from a sheet somebody prepares for the meeting.
Ask a small business how many people work there and you get a range. Contract workers are counted by one person and not by another. Two joined last week, and one has not come since Tuesday.
When attendance, leave and payroll sit in one system, the count is a query and not a discussion. So is the reason behind it.
What your team uses today.
The module takes over these, one at a time, so nothing has to stop while it is set up.
- A monthly sheet prepared before the review
- Separate lists of headcount in HR, payroll and the branch
- A request to payroll for a figure
The problems this is meant to ease.
What HR analytics & reporting does.
What this looks like in a working week.
Illustrative scenarios, written to show the shape of the work. They are not accounts of client systems.
The people who open this every day.
From first conversation to daily use.
List the questions
The owner and HR write down their regular questions. A short note turns each into a report.
Check the source records
We read attendance, leave and payroll data for gaps. A list of fields to repair comes back.
Build the opening reports
Reports arrive to try on past months. You compare the figures with what you already know.
Choose who receives what
You decide who gets which report and where. The reports are then delivered to those people.
How you would know it is working.
Record where you stand before it goes live, so the change is measured against your own figures.
- Reports opened by their intended readers
- Differences between headcount here and in payroll
- Exits with a recorded reason
- Overtime by shift and branch
- Reports still assembled by hand
It is one part of a system, not an island.
A module earns its place by what it passes to the next one. These are the connections we set up most often.
- Attendance and time tracking
- Leave and holiday management
- Payroll management
- Employee database
- Dashboards and KPIs
How we would put it in.
Questions owners ask about HR analytics & reporting.
Will it tell us why people are leaving?
It shows where they are leaving from, which is the useful half. The reason comes from exit interviews, and only if somebody asks honest questions and records the answers. Software cannot do that part.
Can the reports use our biometric machine?
Usually yes. Most biometric devices export or expose their punch data, and that can feed attendance directly. We confirm what your machine supports before anything is planned around it.
Can a report reach us on WhatsApp on the first of the month?
Yes. A short summary of headcount, absence and overtime can be scheduled to a group or a number. Most owners want three figures.
Is this worth it at twenty people?
The reports are not, at that size. You can see your whole team from the office door. Reporting becomes valuable with branches, shifts and contract labour, and with a wage bill that keeps growing without anybody deciding that it should.
Which parts raise the cost of HR reporting?
Reports and sources. The count of reports, how many systems feed them and the condition of the data all matter. A biometric feed adds work. Each report can be priced alone.
What decides how soon the opening report is usable?
Data quality. Clean attendance, leave and payroll records make the early reports quick to check. They cover headcount, exits, absence and wage cost. Exports come from you, and the proposal gives the timetable.
Businesses that ask for this.
Modules that work with it.
Tell us how you handle HR analytics & reporting today.
A spreadsheet, a register or another system: say which, and we will tell you plainly what is worth changing.
What happens after you share your requirements
- A senior engineer reads your answers. Nobody phones first.
- Within one business day you get a written note: what we understood, what we would start with, and the questions we still have.
- If it fits, a proposal follows with the order of work, what we need from you and what you receive at each step.
- No call is booked and nothing is paid until you have read the note. Your details stay with us.
Start with your requirements
Seven short steps that tell us what you need. A senior engineer reads them before anyone gets in touch.
Share your requirements