From workforce data to workforce intelligence.
From workforce data to a workforce position — reported from the same records everything else is approved against.
Workforce reporting usually fails for a boring reason: the numbers come from somewhere other than where the work is recorded, so every figure needs a reconciliation before anyone will stand behind it in a board meeting. PiPO HRIS People Analytics reports from the operational records themselves — the employee record, the attendance ledger, the approved payroll — which means the headcount in the report is the headcount payroll paid.
One basis, three audiences
HR asks about people, Operations asks about activity, Finance asks about cost. Historically each rebuilt the answer separately, and the three never quite matched. Reporting from one set of verified records removes the argument about whose number is right, which is usually where the meeting goes.
- Headcount, structure and movement from the employee record
- Coverage, attendance and overtime from the approved attendance ledger
- Workforce cost from the approved payroll, by unit, site and driver
- Trends over periods, so the direction is visible and not just the level
- No separate reporting database to reconcile
What gets reported
Workforce
- Headcount by entity, unit, site and type
- Joiners, leavers and internal movement
- Turnover, rolling and by period
- Structure and span of control
Activity
- Attendance and coverage against expected
- Overtime concentration
- Absence and leave patterns
- Deployment by site and request
Cost
- Workforce cost by unit, site and driver
- Employer cost including contributions
- Cost movement attributed to cause
- Accrued leave liability
On predictive analytics. What is described here is reporting and trend analysis on verified operational data. Predictive modelling — attrition risk scoring and similar — is not presented as a current capability, and we would rather say so than imply it.
Who uses it for what
Common questions
Structured export is available, and the specific method for your environment is agreed during scoping. The point of the module is that the numbers are already consistent before they leave.
Yes — that is much of the point. Total workforce headcount and cost across permanent and casual engagement is one of the hardest numbers to produce without one platform underneath.
No. The module reports and trends verified operational data. We do not present predictive scoring as a current capability.
Ready to see People Analytics in action?
Tell us how your workforce operates and we will tailor the conversation around what you actually need to improve.