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◉ 3 examples from practice

Workforce analysis and forecasting
Seeing what will be missing in two years

Age structure, succession needs, turnover patterns: these questions can be answered as soon as the data from every system fits together. Without that foundation it stays a gut feeling, and a gut feeling spots a gap only once it is there.

Discuss your workflow Calculate your savings
at the touch of a button instead of two weeks‘ lead time estimated from comparable projects
2 weeksbefore, per analysis
Minutesafter
everysystem in one number
The starting point

What analysis
costs in time today.

1

The age structure is known, but nobody turns it into succession needs

2

Turnover is measured, but never broken down by cause

3

Early warning signs are only noticed once several people leave at once

4

Forecasts are made to order and go out of date immediately

Programmes involved

These are the systems
tied to this area.

All already connected. If yours is missing, we build the integration at no extra cost, on average within three days.

Workday SAP SuccessFactors Personio DATEV Sage

Is your programme included?

Three examples

Simple, medium
and genuinely complex.

All of them examples from live operation. What gets built is whatever comes up in your work.

SimpleA few steps, ready straight away

Birthday and anniversary list

TriggerThe start of the month

  1. Analyse the employee records
  2. Generate the list
  3. Send it to the managers

ResultNo anniversary is forgotten again, and nobody has to maintain a list.

MediumWith conditions and approvals

Age structure and succession needs

TriggerA half-yearly analysis

  1. Calculate the age spread per area
  2. Project the retirements
  3. Mark the key positions
  4. Report to the heads of department

ResultSuccession needs are on the table before anyone resigns.

ComplexBranches, deadlines, several systems

An early warning system for turnover

TriggerA weekly run across every legal entity

  1. Collect signals from several systems
  2. Normalise the values per country
  3. Calculate the variance against last year
  4. Mark the areas that stand out
  5. Check the data protection limit, no individual assessment
  6. Generate the aggregated report
  7. Escalate when a threshold is reached

ResultSpot turnover risks at department level, across countries and without individual profiles.

The exceptions

And what about
the special cases?

That is the question most automation projects fail on. With us the exceptions get built in, not left out.

Forecasts during rapid growth or after an acquisition
Sites with very different age structures
Seasonal employment that distorts the metrics

Each of these cases can be mapped in the builder as its own branch, with a condition, an approval and a different route. Without a line of code.

Common questions

What we are asked about analysis
most often.

What does it take for forecasts to be dependable?
Above all clean employee records across every system. That is why reconciliation is the foundation; without it every forecast works from a different truth.
How are succession needs worked out?
From the age structure, notice periods and how long each role takes to fill. The workflow calculates that continuously and gets in touch when a threshold is reached.
Can turnover patterns be spotted early?
Yes, when the data fits together. Clusters by department, site or joining year stand out before several people leave at once.
What about seasonal employment?
It can be looked at separately so the metrics are not distorted.
Other areas

It rarely stops
at one workflow.

RecruitingSee three examples → OnboardingSee three examples → Employee records & changesSee three examples → Time and attendanceSee three examples → PayrollSee three examples → TrainingSee three examples →
The next step

Tell us
what comes up in your work.

30 minutes on your actual programmes. We rebuild your analysis workflow live, not on a made-up company.

Book a demoAll 36 workflows