Signals from engagement, performance, and hiring—without a separate BI science project
People analytics pulls from operational data your teams already generate: engagement dashboards and retention risk, recognition and survey statistics, performance distributions and skills trends, and recruitment funnel metrics. Leaders see workforce health where work happens—subject to role-based access—instead of exporting yet another CSV into a spreadsheet model only HR knows how to refresh.
Engagement and retention
Configurable engagement dashboards and snapshots give leaders a pulse on morale and risk; retention-risk views pair with survey design and response analytics so you know both what people said and where operational signals confirm trouble. Recognition analytics show trends, top receivers and givers, departments, and values—useful for culture programmes that need more than anecdotes.
- Dashboards and snapshots for leadership reviews
- Retention risk views alongside engagement data
- Survey statistics and design feedback loops
- Recognition trends, programmes, and values
Performance and skills
Performance service analytics cover trends, rating distribution, skill-development views, and turnover-risk signals aligned to review data. That is the bridge between engagement scores and whether teams can actually execute.
- Trends and distribution across cohorts
- Skill-development views for workforce planning
- Turnover-risk signals tied to performance context
Recruitment funnel intelligence
Recruitment exposes analytics endpoints for hiring operations—pair with requisition and candidate throughput to see where the funnel leaks before hiring managers blame “the market” generically. Consistent definitions of stages matter; the platform supports structured pipelines.
- Funnel metrics aligned to recruitment workflows
- Better handoffs between TA and hiring managers
- Evidence for capacity and sourcing decisions
Events, wellness, and listening
Events and calendars, wellness programmes, feedback threads, and suggestion voting add qualitative signals next to hard metrics—so you do not optimise engagement scores while ignoring what people say in open text and forums.
- Qualitative signals beside quantitative dashboards
- Programme visibility for ERGs and events
- Listening loops that complement annual surveys
FAQ
Common questions
- Where does the data come from?
- Metrics aggregate from Engagement, Performance, and Recruitment as teams run real workflows—not from a parallel warehouse you have to build first. Access respects your role-based controls; not every leader sees the same cuts.
- Can we export for auditors or the board?
- Operational systems expose structured data for reporting; combine with document and notification history when you need evidence of communications or acknowledgements. Format and retention policies should match what your counsel expects in each jurisdiction.
- How do we avoid surveillance creep?
- Use team- and cohort-level views for coaching; be cautious with individual behavioural analytics unless policy, consent, and transparency are clear. People analytics should improve decisions, not replace managerial judgement with opaque scores.
- Do we need a data team to use this?
- Core dashboards are designed for HR and line leaders—not only analysts. Deeper cuts may still go to your BI stack for custom models; ClaveHR focuses on operational truth first.
- How fresh is the data?
- Freshness follows how often teams update workflows—reviews, engagement pulses, hiring stages. Stale HR data produces stale analytics; governance and integration health matter as much as the UI.