HR Analytics Services in Pune
A consulting engagement that turns your payroll, ATS and HRMS data into dashboards leadership actually uses — attrition risk, hiring health and workforce cost, in one place.
Real-time visibility into every people metric.
- Predictive attrition modeling
- Hiring funnel & pipeline health
- Engagement pulse dashboards
- Compensation benchmarking
- Performance & productivity analytics
- Custom leadership scorecards
What an HR analytics engagement produces
Data mapping & metric definitions
We agree what counts as an exit, a hire and a vacancy before a single chart is built — so numbers stop being argued about in review meetings.
Leadership dashboard
Headcount, attrition, cost per hire, funnel health and engagement in one board-ready view, refreshed monthly or live.
Attrition deep-dive
Exit patterns by department, tenure, manager and compensation position, with the two or three retention actions worth taking now.
Workforce plan
A 12-month hiring and cost projection tied to your business plan, not last year's budget carried forward.
Handover & training
Documentation and a working session so your HR and finance teams can maintain and extend the dashboards themselves.
See it working first
This page describes the paid consulting service. If you would rather explore the output before talking to us, our interactive demo dashboard runs on sample data and can be filtered by department and quarter.
HR analytics FAQs
- What is HR analytics and why does it matter for SMEs?
- HR analytics is the practice of turning workforce data — headcount, attrition, hiring funnel, engagement, and payroll — into decisions. For SMEs it matters because a single unplanned senior exit can cost 6–9 months of salary; analytics flags that risk before it happens.
- Which HR metrics should we track first?
- Start with five: attrition rate by department, time-to-hire, cost per hire, offer-to-join ratio, and engagement score. These five explain most people-cost variance and can be built from data you already have in payroll and your ATS.
- Do we need an expensive HRMS to get dashboards?
- No. We can build dashboards on top of spreadsheets, payroll exports, or your existing HRMS. If you have no system, we deploy a lightweight stack that stays under a modest monthly cost.
- How does predictive attrition modeling work?
- We model historical exits against tenure, compensation position, manager span, promotion recency, and engagement signals to score each team's flight risk, then surface the roles worth an early retention conversation.
- How long does an analytics implementation take?
- A first working dashboard is typically live within 2–4 weeks, including data mapping, metric definitions, and a leadership review session.
- Can we see a working dashboard before engaging?
- Yes — an interactive demo dashboard with sample data is published on our HR analytics live demo page, so you can filter by department and quarter before any commitment.
Let's build your people strategy.
Book a free consultation with our HR experts.