Data is the new oil. No, data is the new soil. 

David McCandless


HR dashboard

Visualizing information drives behavior change. Use interactive visual dashboards with the right performance (people and business) indicators to discover, track and follow up key areas of human capital.

Such dashboards link business and human capital indicators, enabling you to

  • Increase employee performance and business outcomes
  • Leverage HR departments strategic potential

We can help you with building your dashboards in the following ways:

  • Advise on selecting and building KPI’s
  • Advise on and implement of data gathering (ETL, … )
  • Advise on selecting technology / implementation of technology
  • Build dashboards on your technological infrastructure or our own.
  • Communication with the stakeholders

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Predictive solutions make use of patterns found in historical and transactional data to identify business risks and opportunities.

Optimize recruitment efficiency

Prioritize and select applicants who are most qualified for a specific position and will perform more successfully on the job. Our analysis can reveal the underlying characteristics of successful candidates, and so increase hiring efficiency.

Increase employee performance

We can identify the underlying factors that are linked with good/bad performance. Insight in how groups of high/low performance employees differ can help making better management decisions.

Identify high-value employees at risk for leaving

Based on turnover patterns of the past (turnover reasons, exit interviews, …) and analysis of the evolution of these patterns, we can discover underlying associations between turnover and employee characteristics. 

Prevent burn out

Employees that have a burn out were usually high motivated and high performing workers. Over time their energy level drops and they become burn-out. We can discover the factors linked employee burn-out and can help so how to prevent it from happening.

Optimize employee collaboration

Insight in how employees work together can reveal collaboration patterns. With the right information the necessary actions can be taken to reduce unhealthy collaboration forms, such as : reducing employee overload by rebalancing collaboration demands, eliminate organizational silos by building cross-divisional ties or reducing collaboration inefficiencies through targeted coaching.

Leverage and shorten engagement survey’s with sentiment analysis

Traditional engagement survey’s tend to be long. Employee’s are tired of the survey, the participation rate drops and hence the usefulness and predictive capacity of the survey.

Open text questions combined with text mining algorithms dramatically reduce the length of the survey, discover unforeseen information and leverage usefulness.

Any other question? We are eager to help you!

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