Executive dashboards
Track approved workforce KPIs by entity, business unit, location, function and period.
Intelligence · Workforce signals for leadership
Turn governed workforce data into decisions people can explain.
Bring headcount, movement, people cost, attendance, payroll, performance and HR service data into role-based dashboards with consistent definitions and explainable drill-down.
Illustrative product interaction Grounded in supported product behaviour
Operating lensIllustrative interaction
Where operations need attention
Move from signal to owner9Overdue actions
18Attendance exceptions
6Joiners at risk
Payroll and attendance readiness
Shared operating definitions8/10Locations closed
94%Payroll ready
11Variance flags
Workforce movement and cost
Aggregated, permission-aware insight842Active employees
3.8%Monthly movement
₹People cost view
Why this matters to the Head of HR
The Head of HR is expected to explain what is happening, why it matters and what the business should do next. A connected data model makes that conversation faster and more credible.
Use this page as a product-evaluation path: start with the operating problem, inspect the representative interaction, then verify the exact policy and output in the live product.
People Analytics capabilities
Designed around the full operating workflow.
Configure the module around your structures, policies, ownership and approval model—not a generic process diagram.
Headcount and movement
Monitor joins, exits, transfers, spans, layers and workforce mix using effective-dated records.
Workforce cost
Analyse payroll cost, overtime, variable pay and movement with permission-aware access.
Operating health
Review payroll readiness, attendance closure, workflow ageing and HR helpdesk volumes.
Performance governance
Track cycle eligibility, completion, exceptions and calibration status.
Natural-language reporting
Let authorised users ask questions against permitted tenant data and receive an explainable view.
Anomaly explanation
Surface unusual attendance or payroll variance for human review without claiming predictive attrition.
Connected operating workflow
Follow the action from policy to owner to downstream result.
The exact screens differ by module, but the operating principle remains the same: the applicable rule, current owner, status, effective date and history stay visible.
Faster leadership reporting Consistent KPI definitions Earlier attention to operational exceptions
People Analytics workflow
- Define KPI and data ownerOwner, status and history remain visible.
- Validate source and definitionOwner, status and history remain visible.
- Publish role-based viewOwner, status and history remain visible.
- Review trend and assign actionOwner, status and history remain visible.
Product proof and boundaries
Evaluate the operating behaviour—not only the feature name.
These examples are illustrative product patterns grounded in the supported product material. Use the live product to validate the exact screen, policy and output required for your organisation.
Supported pattern
Governed operating calendar
Define population, windows, exceptions and review evidence.
Verify in demo
Define KPI and data owner
Use a representative employee, workforce group and effective date. Follow the transaction through owner, status and downstream impact.
Current boundary
Scope honestly before committing.
Attrition reporting can be explained with AI, but a predictive attrition model is not presented as current.
A working view, not a static report
Give the team clear status and exception signals.
The example measures below are illustrative. Definitions and thresholds should be configured around the operating cadence and evidence your team uses.
482Active headcount
₹3.2CrMonthly people cost
94%Payroll readiness
2.6%Absence rate
Connected modules
View all modules People Analytics works better when its inputs and outputs stay connected.
Core HR
Centralise employee records, organisation structures, dated lifecycle changes and policy scope so downstream attendance, leave, payroll, performance and access decisions use the same governed foundation.
ExplorePayroll
Connect effective-dated salary structures, attendance and leave inputs, earnings, deductions, reimbursements, recoveries and statutory calculations in a payroll run that can be reviewed and rolled back before finalisation.
ExploreAI HR Companion
Use permission-scoped AI on the real product screen to plan supported changes, fill approved forms, explain anomalies and assist implementation—without allowing autonomous payroll, leave or configuration decisions.
ExploreCompliance & Audit Logs
Use role and data scopes, operational audit, security events, sensitive-data access records, effective dates and controlled exports to make important actions easier to reconstruct.
Explore
Questions about implementation
Bring this context into the demo Evaluate People Analytics in your policy context.
Use your actual workforce groups, approval paths and edge cases during product evaluation.
Does duoHR predict which employee will leave?
No predictive attrition model is currently claimed. Attrition can be reported and explained using available workforce context, while any interpretation remains a human decision.
Can users create custom reports?
Authorised users can work with fields, filters and groupings supported by the reporting layer. Sensitive payroll and personal data remain governed by role and organisational scope.
Explore People Analytics
See People Analytics configured around your organisation.
Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.