We develop and sustain pre-built dashboard solutions for various industries and functions. As a recognized leader in information management innovations, we offer solutions that are grounded in our deep functional and industry experience and built with a focus on business functionality. They are designed to lower implementation risks and decrease time-to-value. Our solutions apply newer advanced technologies to the changing needs of the market.

We seasoned developers can stitch data from 100+ sources into a data warehouse so you can get to answers faster, and on-demand.

Our Whole Child Solution brings principals, teachers, counselors and central office administrators an enriched experience with students. All educators can gain a holistic understanding of each student, their individual needs through vantage points, and enable them to engage with students in a manner that best works for their growth and achievement.

Our experts will implement your vision through a scalable framework to empower schools, districts and education agencies by providing insights that go beyond the data.

People analytics also known as “HR analytics”, it is data-driven side of HR, it is all about using data to improve the way you manage human resources in your company. It’s becoming an increasingly important part of the human resources field. While many organizations collect at least some data, not all of them have the right procedures in place to leverage this data to its full potential.

In Human Resources, soft skills like conflict management, communication, and decision-making are considered key assets. But hard skills are also an essential part of the field… particularly in the modern business landscape, where increasing quantities of data offer new insights for decision-makers.

Using HR data can help leaders make more effective decisions, while also reducing bias. Rather than making potentially biased or incorrect calls based on gut feeling, HR professionals can instead rely on data collected from their employees or job candidates. They can use this information to better understand the past and present, predict future trends, and choose the best way forward. 

People analytics/HR analytics is about applying those data analytic methods to human resources challenges. 

This cyclical process as following:

• Identify human resources challenges and goals
• Implement the right solutions for HR data collection
• Analyze the data using appropriate models
• Draw conclusions and act accordingly

Why your company need Hexalytics People Analytics?

There are a lot of good reasons to make Hexalytics people analytics a part of your business. 
Main benefits of people analytics—namely, more effective business decision-making, increased objectivity, and reduced bias. 

So how can you create an effective people analytics strategy and experience these benefits for yourself?

Here’s what you need to do:

1. Evaluate Your Needs

The first place to start with people analytics is to determine what your company needs. 

Is there a specific business challenge you’re trying to confront (for example, improving employee retention)? Or do you want to focus on a certain part of your HR strategy, such as recruitment or performance management?

2. Data Sourcing and Collection

Based on your company’s needs, you can come up with appropriate solutions for data sourcing and collection. 

For example, if you’ve decided to focus on recruitment, you could begin using a data-driven selection assessment as part of your hiring process. Assessments can help you evaluate candidate competencies. They can also provide valuable information about personality, reasoning ability, and risks. 

On the other hand, if you wanted to focus on employee happiness and company culture, you could distribute satisfaction surveys via your human resource management system. Or you could analyze data from a digital performance management system—a key focus since more employees began to work remotely during the COVID-19 pandemic. 

3. People Analytics Tools

As described above, effective data collection is based on choosing the right tools. 

The first step in this process is to evaluate the tools you already have in place. Perhaps you’re currently using an internal HRMS, or an applicant tracking system. Maybe you’ve already begun collecting data from employee surveys, but need help organizing it. On the other hand, perhaps you don’t have much data to work with at all yet. 

Based on your evaluation of your company’s needs, you may want to consider investing in Hexalytics People Analytics tools.

4. Privacy and Informed Consent

Privacy and consent are at the heart of a successful people analytics strategy. 

Employees or candidates should understand which of their data is being collected, and how it will be used. They should also give their permission for it to be used. Your company should have appropriate cyber-security measures in place to prevent unauthorized use of data. 

In some jurisdictions, there are specific regulations governing data use. A prominent example of this is the European General Data Protection Regulation (GDPR). 

Complying with legal regulations and making sure all stakeholders understand the requirements for compliance, is essential when creating a people analytics plan. Companies should develop internal policies and guidelines to this effect. 

5. Cleaning and Organizing Data

Once you’ve put the right tools into place to gather data, it’s time to figure out what to do with all the information you’ve collected. 

Raw data isn’t always useful on its own. Depending on how it was collected, it may need to be organized in a spreadsheet or database. It may also need to be “cleaned” (checked for duplication or inaccuracies). 

6. Data Analysis and Modeling 

After data is in a usable form, it is ready to be analyzed. To extract useful insights from their data, companies should identify the appropriate data analysis models for their business goals. 

7. Building a Data Culture

The companies that are most likely to succeed with people analytics are those with a strong data culture. 

Having a “data culture” means having an organized process in place to deal with data. It means that data isn’t just collected, it’s also regularly used to make decisions. 

To build a strong data culture, you’ll need to make sure that all stakeholders in your company understand your data program and buy into it. 

If you’re wondering whether your business has a strong data culture, you can take our Data Culture Readiness Survey to get an idea of how you’re currently doing.  

8. Skills Required for People Analytics

Building a data culture isn’t just about having the right tools and getting buy-in from stakeholders. It’s also about having the right human resources to run a people analytics program. 

In some ways, the skills needed for people analytics are similar to those needed in any HR function. HR professionals need to have a solid understanding of business needs, and they should be able to communicate and evangelize new initiatives throughout the company. They should also be able to solve problems and negotiate between different individual perspectives. All of these skills are necessary when setting up a people analytics program.

Hexalytics experts understand statistical modeling and data management, we can help you to launch a people analytics program, to present strategic and analytical insights for the human side of your business through tracking key metrics and APIs.

Preventive digital healthcare, the contribution of AI is likely to change the facet of medicinal services. AI can sift through enormous volumes of medical information or reports and predict an individual’s likelihood of incurring the disease in the future. Based on such predictions, emergency care services can be warned before a deadly fall, stroke or cardiac arrest. This will decrease hospital admissions and healthcare costs.

Hexalytics Healthcare Analytics can offers:

1. Group-specific Medical Information
2. Aggregate Data
3. Integrate health journeys
4. Reveal patterns
5. Derive Insights
6. Submit Predictions
7. Suggest Preventive Actions
8. Engage in Prescriptive Analytic

We offer a solution kit that will enable you to take complete control of your airport’s operational information. Airport Analytics is designed to support airport professionals to view their business-critical data using an easy to use, collaborative, cloud-based platform. The Airport Analytics suite enables the integration and analysis of zillion internal and external data sources to gain a broader perspective of the relationship between the different airport operational functions.

The nation’s growth and the need to meet mobility, environmental, and energy objectives place demands on public transit systems. Current transit systems are old and in need of upgrading, must expand service area, increase service frequency, and improve efficiency to serve these demands. Our Transit solution is necessary to solve these problems, to help adapting appropriate new technologies from other industries, and to introduce innovations into the transit industry. We develop and improve performance-measurement systems for transit agencies and incorporating transit performance measures into regional decision-making processes for transit managers and executives.

Why we need to measure transit performance:

Performance measures are used by transit agencies for three main reasons:

1. Because they are required to do so;
2. Because it is useful to the agency to do so;
3. Because others outside the agency need to know what is going on.

1. Performance measurement for reporting purposes. Reporting and regulatory requirements will dictate a certain number of performance measures that will have to be reported. The measures that agencies are required to collect and report to the National Transit Database (1) are an example.
    
2. Performance measurement for self-improvement. Agencies collect other measures to help identify how well service is being provided to their customers, the areas where improvement may be needed, and the effects of actions previously taken to improve performance. In these cases, agencies use performance measures to help provide service as efficiently as possible, monitor whether agency and community goals are being met, and—over time—improve service so that it attracts new riders. Changes in policy, procedures, and planning can result from an understanding and appraisal of certain measures. Performance measurement for communicating results.
    
3. Finally, decision-making bodies, such as transit boards and funding bodies, need to have access to accurate information to help them make decisions on where and when service should be provided and to support actions designed to improve performance. The public is also interested in knowing how well service is being provided and may need convincing that transit provides a valuable service, for them, for someone they know, or for the community as a whole. Performance measurement data provide transit agency management with objective assessments of current circumstances, past trends, existing concerns, and unmet needs. Key management uses of a performance measurement system include:
     
   1. Service monitoring
   2. Evaluation of economic performance
   3. Management functions
   4. Internal communications
   5. Development of service design standards
   6. Communication of achievements and challenges
   7. Noting of community benefits

Our Transit Analytics solutions are helping to answer key business questions at every level, allowing data driven decisions, supplemented by data driven machine learning and artificial intelligence. The following is an performance measure examples: