People & Performance
Workforce Analytics.
What is people analytics, and what would it tell us that we don't already know?
Retention, productivity and labour-cost insight drawn from your own data.
Workforce analytics is where the two halves of our practice meet. We read payroll and general-ledger data alongside HR records, so a finding about attrition arrives with the cost already attached: the number your CFO needs and the cause your head of people needs, out of one analysis.
Sound familiar?
You'll recognise this if
- Labour cost is rising as a share of revenue and nobody can explain the drivers
- You know your turnover rate but not what it costs you
- HR reports headcount; finance reports salary spend; the two never reconcile
- Exit interviews tell you people left, but not which people you could not afford to lose
- Productivity conversations stall because there is no agreed measure
What you get
What we deliver
Every engagement ends with something your team can operate without us.
A single reconciled dataset joining payroll, general ledger and HR records
Labour-cost decomposition: what is actually driving the trend, quantified
Turnover cost model, by role, grade and business unit
Retention risk analysis identifying the roles you cannot afford to lose
Productivity measures your executives will actually agree on
A live dashboard so the analysis stays current after we leave
FAQ
Questions we get asked
What is people analytics?
People analytics uses workforce data to answer business questions: why attrition is rising, what a vacancy actually costs, which roles carry productivity. Where HR reporting counts what happened, people analytics explains why it happened and what it cost you.
What is the difference between HR analytics and people analytics?
HR analytics usually means the operational reporting an HR function produces about itself: headcount, time-to-hire, absence. People analytics is broader. It ties workforce data to commercial outcomes, and its audience is the executive, not just HR. In practice the two terms overlap, and we use people analytics for work that carries a cost consequence.
How much data do we need before this is worth doing?
Less than most organisations expect. A payroll export, a general ledger extract and a basic HR record covering two to three years are normally enough to decompose labour cost and model turnover. Quality matters more than volume, and cleaning the data is part of the engagement.
Do we need to buy an analytics platform first?
No. Most of our engagements run on the data and tools an organisation already owns, with reporting delivered in Power BI. We would sooner prove the analysis is worth having before anyone commits to new software.
How long does a first workforce analytics engagement take?
A focused diagnostic typically runs four to six weeks from data access to findings. Embedding dashboards and transferring the method to your team usually adds a further four weeks.
Who will do the work?
Thabo Moyo MSc, CTP, CCM leads workforce analytics engagements himself. Every engagement here is run by one of the principals. Nothing is handed to an account team.
Talk to us about Workforce Analytics.
Send us the question and roughly what data you hold. We will come back with whether it is answerable, how long it would take, and what it would cost.
Call us
+263 78 151 0571Email us
blessing.zhou@mightyexcelpro.co.zwFind us
97 West Road, Avondale West, Harare