Introduction
Modern organizations can no longer rely on gut feeling when making critical workforce decisions. With i Solve People Cloud™, companies gain access to a comprehensive People Analytics suite—transforming raw HCM data into actionable intelligence. From real‑time dashboards to predictive turnover models, i Solve equips HR and business leaders with the insights needed to hire smarter, retain top talent, and align workforce strategy to business goals.
1. What Is People Analytics in i Solve?
People Analytics within i Solve is a set of integrated tools that ingest HR, payroll, time, and performance data to deliver:
- Descriptive Analytics: Current and historical snapshots of headcount, turnover, compensation trends, and absence patterns.
- Diagnostic Analytics: Root‑cause analysis highlighting factors—by department, manager, or location—that drive engagement or attrition.
- Predictive Analytics: Machine‑learning models forecasting flight risk, staffing gaps, and recruitment needs up to 6 months in advance.
- Prescriptive Analytics: Suggested actions—like targeted training or schedule adjustments—to mitigate identified risks and capitalize on opportunities.
By embedding analytics directly into the People Cloud™ platform, i Solve eliminates manual data exports and disparate reporting tools.
2. Key Features of i Solve People Analytics
✅ Real‑Time Executive Dashboards
Configurable, role‑based dashboards provide HR leaders and executives with KPI overviews—such as turnover rate by cost center, average time‑to‑fill, and labor‑cost variance—updated live after each payroll run.
✅ Talent Lifecycle Reports
Prebuilt modules track recruitment funnel metrics (applications, interviews, offers), onboarding effectiveness (time to productivity), and performance-review outcomes—ensuring no stage of the employee journey is left in the dark.
✅ Predictive Turnover Modeling
i Solve’s AI engine analyzes tenure, performance ratings, compensation competitiveness, and engagement survey scores to assign “flight‑risk” scores to individual employees. Alerts allow managers to intervene proactively.
✅ Custom Report Builder
Drag‑and‑drop report designer enables HR analysts to combine any HCM data points—such as absences, overtime hours, and voluntary separations—into tailored dashboards for unique business questions.
✅ Benchmarking & External Data Integration
Compare internal metrics against industry benchmarks (turnover, compensation levels) and integrate external data sources—like labor market trends or economic indices—to contextualize workforce metrics.
3. Strategic Use Cases
- Improving Retention
- Identify high flight‑risk populations (e.g., high‑performing sales reps) and roll out targeted engagement programs or compensation reviews.
- Optimizing Staffing Levels
- Forecast peak labor needs based on seasonal demand patterns and productivity data, automating scheduling overrides to avoid over‑ or understaffing.
- Enhancing Diversity & Inclusion
- Monitor hiring, promotion, and attrition rates across demographic groups to measure progress against DEI goals and uncover unintended bias.
- Accelerating Recruitment
- Analyze time‑to‑fill by job family and source to allocate recruiting resources toward the most effective channels and reduce agency spend.
- Measuring Training ROI
- Correlate participation in learning modules with improvements in performance ratings, promotion rates, and retention—demonstrating the business impact of upskilling initiatives.
4. Implementing People Analytics Successfully
- Align with Business Objectives
Begin by defining the key questions your organization needs to answer—whether reducing turnover, managing costs, or improving productivity—and map analytics configurations to those goals. - Ensure Data Quality
Conduct a data audit to validate completeness and consistency across modules (payroll, time, performance). Resolve discrepancies before relying on analytics outputs. - Engage Stakeholders Early
Involve HR business partners, finance, and line managers in dashboard design and pilot testing—ensuring metrics and visualizations meet real‑world decision‑making needs. - Provide Training & Support
Leverage i Solve’s built‑in tutorials and People Heroes community to train end users on interpreting dashboards, setting up alerts, and exporting insights for boardroom presentations. - Iterate & Measure Impact
Establish a cadence for reviewing analytics usage and business outcomes. Solicit feedback, refine dashboards, and celebrate quick wins to drive adoption.
5. Business Impact & ROI
Organizations leveraging i Solve People Analytics typically report:
- 30% faster identification of high flight‑risk employees
- 20% reduction in average time‑to‑fill critical roles
- 15% improvement in overtime cost control
- 10% lift in first‑year retention rates for new hires
- $200K+ savings annually by optimizing staffing and reducing agency fees
By shifting from reactive reporting to proactive workforce management, businesses can reallocate HR resources from manual analysis to strategic initiatives.
FAQs
Q: Do I need a separate license for People Analytics?
No—the analytics suite is included in i Solve’s core People Cloud™ offering for all clients.
Q: Can I export analytics to external BI tools?
Yes—i Solve supports API access and data‑export functionality for integration with Tableau, Power BI, or other enterprise analytics platforms.
Q: How secure is my analytics data?
Built on Microsoft Azure, i Solve uses end‑to‑end encryption, role‑based access controls, and SOC 2 compliance to protect sensitive workforce data.
Conclusion
With i Solve People Analytics, organizations gain a single source of truth for workforce metrics—enabling data‑driven talent decisions that improve retention, control costs, and drive business outcomes. By embedding predictive models and real‑time dashboards directly within the HCM suite, i Solve transforms raw data into strategic insights—empowering HR and business leaders to proactively shape the future of work.