1
Run payroll and attendance as usual
The dashboards read records the platform already holds. There is nothing to configure and no data to load.
People analytics built from your own payroll and attendance records.
Headcount, attrition and payroll cost sit alongside contribution breakdowns and your recruitment pipeline, all drawn from records you already hold. There is no warehouse to build and nothing to export.
HR reporting without a data team.
WORKSPHR calculates every figure from records the platform already holds. There is no warehouse to build, no connector to maintain, and no window in which the dashboard and the payroll register disagree.
Headcount and attrition on the same dashboard as the payroll and contribution reporting below, sliced by department, branch and employment type, and drawn from the same employee and payroll records as everything else on this page.
- Headcount by department, branch and employment type
- Attrition trend by month, with separation reasons
- Same records as payroll, so the two do not disagree
How the process works.
2
Filter down to your question
Filter by department, branch, location and period. Most HR questions are about a slice of a figure you already hold, so the filter is the analysis.
3
Export it or schedule it
Pull a view into a board pack, or set up a scheduled report that arrives by email on a fixed cadence so nobody has to remember to produce it.
One source. Nothing to reconcile.
HR reporting usually fails not because the calculations are hard, but because three systems each hold their own version and none of them agree.
Calculated, not synced.
Most reporting problems are timing problems. Because the dashboards read the same records payroll and attendance write, there is no extract window in which the figures go stale, and no connector to break when something upstream changes.
The leave figure most employers work out late.
Accrued convertible leave is a real liability that usually gets valued once a year, by hand, under time pressure. Here it is available at any point, at each employee's current rate, using the same valuation the final pay run applies, so the two never disagree.
Learn more about leave managementHR analytics reads the records that payroll, attendance and leave already write. No warehouse, no connector, nothing to reconcile.
Where does the data come from?
From the records that payroll, attendance, leave and the employee file already hold. There is no warehouse and no sync job, so the dashboard cannot drift out of step with the payroll register.Is there a headcount and attrition dashboard?
Yes. Headcount and attrition sit on the same dashboard as payroll and contribution reporting, filtered by department, branch and employment type, and drawn from the same employee and payroll records as the rest of this page.Can we see accrued leave liability?
Yes. Accrued convertible leave is valued at current rates, organization-wide or filtered by department or branch. It uses the same valuation as the final pay run, so the two always agree.Can reports be scheduled?
Yes. Choose a report type, a frequency and the recipients, and it arrives by email without anyone logging in. There is also a send-now option for an off-cycle request.Can we filter by branch or client account?
Yes, along with department, location, position and period. For BPO operations running several client rosters, client account works as a filter across the analytics.Who can see the dashboards?
Access is role-based, like the rest of the platform. You can scope a branch manager to their own site rather than giving them organization-wide visibility. Learn more about roles and permissions
Bring the question your board asks every quarter.
Book 30 minutes with our Pampanga-based team. We will answer it against your own structure rather than a demo dataset.