People
Analytics

Analysing HR information and providing insights to help management make informed data driven decisions have become increasingly important and are expected to be an integral part of a business.
People Analytics allow companies to use data to better understand the workforce and to answer key business questions on, for example, employee satisfaction, engagements, conducts, gender pay gap drivers and effectiveness of HR initiatives.
Our tools integrate multiple source data into one platform and use state-of-the-art data visualizations and statistical learning techniques to identify key development areas and potential influences. We help management gain visibility into their workforce dynamics through insightful metrics and key performance dashboards, equip them with the information to take timely actions to effectively address key concerns.

Dashboard

Our flexible dashboard provides quality insights across the business and helps to answer your key workforce questions. Analyse against any metrics for informed data-driven decision making.

Segment Analysis

Segment Analysis allows businesses to analyse and track employee profiles in order to identify probable actions to cultivate the workforce. Management can take timely and effective decisions to review, support, grow or retain their employees based on their profile and key motivating factors.

Discriminant Analysis

Discriminant Analysis lets you compare two similar cohorts to highlight the most discriminative factors between them.

Using Discriminant Analysis, HR managers can look for answers to question like why this group of people are happy while the other group are unhappy although they have similar roles and compensations?.

The Discriminant Analysis can also be used to measure effects of rolling polices between test and control groups.

Predictive Models

From the Discriminant Analysis, we move a step further to automatically build models that identify people in two different groups. Examples of predictive models include models that predict leavers or stayers, high performers or low performers, which candidates to be interviewed or rejected.

Sentiment Analysis

Our Sentiment Analysis extracts mentioned topics and their associated sentiment from textual data such as surveys or interviews. HR managers can easily spot positive and negative topics as well as track how they change over time.

Benchmarking and Social Data

Our platform extracts topics and key information from unstructured data, providing management with visualized metrics on employee surveys, sentiment, employment flows, and gender pay gap results in comparison to the market.

Reporting

Our hassle free reporting tool provides key metrics that meet legislative requirements as well as comparative information on an annual basis. With Overfit People Analytics, building reports like Gender Pay Gap report is never quicker and easier.

How Does It Work?

Data pipeline &
feature engineer

Organizations store data about their people in different ways. Typically, this data is scattered accross multiple sources with growing complexity and volume as the organization grows and expands. For those who rely on this data to make important decisions for their organizations, it is a difficult task to gain insights and ask meaning questions about the data they possess.

To address this problem, we not only integrate data from various sources into one place but also extracting from the existing data other key information—this is called feature engineering—which is useful for analyses. Our engineers work on-site closely with clients to understand their challenges, objectives and help them gain more insights about the dynamics of their organization's workforce.

Uncover hidden patterns for predictions

The clean and transformed data now can be used as input to our state-of-the-art models to discover hidden patterns, connecting dots and giving answers to many questions our clients may have.

We provide effective data visualization tools for our customers, unlocking the potential of workforce's data and focusing on the most important driving factors behind the workforce dynamics.

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