HR Analytics as a Service

Improve your HR Reporting and HR Analytics in Asia

Need at-a-glance insights into what's happening in your workforce? Links International's award-winning HR Analytics as a Service provides you with cloud-based, mobile-friendly HR dashboards for all your HR metrics and business intelligence needs. Links International's HR Analytics elevate your HR function by giving you the information you need to make the right decisions first time. Upgrade your HR reporting and HR analytics overnight by using Links International's plug and play HR Analytics as a Service. 


HR Analytics as a Service vs in-house HR Analytics?

Why use HR Analytics as a Service over purchasing HR Analytics and hiring an analytics skillset? The key benefits of using HR Analytics as a Service compared to in-house HR Analytics include:

  • Cost effectiveness – 95% of the time, using an HR Analytics as a Service monthly subscription model is much more cost effective than investing in a system and hiring an analytics skillset.
  • Speed & flexibility – adopting outsourced HR analytics is quick to implement and involves only a short-term commitment of only 12 months, compared to the 3+ year payback required to justify the lengthy implementation and costly purchase of a system.  
  • Universal, mobile-friendly solution – A quality HR Analytics as a Service vendor will provide an HR analytics solution that can be used over most HRIS, HCMs, databases and even spreadsheets and will be accessible on your mobile device.  This works perfectly when you need to answer questions on the spot in your conference calls and board meetings.
  • 365-day service – The best bit about an outsourced HR analytics model is that it ensures that maintaining the HR analytics is not your problem!  You have access to your HR analytics regardless of whether your internal staff go on leave, are transferred or, worst case, resign with no replacement.

When is HR Analytics as a Service useful?

Almost any company can benefit from using HR Analytics as a Service. Situations where adopting HR Analytics as a Service is particularly useful include:
  • You already have an existing HRIS, HCM, database or HR spreadsheet, but you need better cloud-based and mobile-friendly HR reporting and dashboards that show your key HR metrics; or
  • You are already using payroll outsourcing services in Hong Kong, Singapore, Macau, Taiwan or elsewhere in Asia and have limited HR reporting (unfortunately unbelievably common!); or
  • You don’t have an analytical resource or capability in your HR department.

What key HR metrics can be pulled?

After adopting an HR Analytics as a Service model, you will have access to quality, modern HR reporting and HR analytics. Once this is in place, what can the HR analytics do for you and what are common HR metrics that you should be measuring?
Other than easy to access HR reports, one of the most useful features is setting alerts for unusual activity and occurrences.  For example, you have the ability to set alerts for headcount increases, salary caps, high leave balances or high resignation levels, which will help you to know about any significant changes happening in your workforce, without having to manually check your reporting. In so doing, you can free yourself from administrative monitoring and focus on strategic activities that will make a difference to your business.
In terms of reporting, common key HR metrics we help clients measure and report on include:
  • Staff headcount and staff turnover
  • Number of terminations and reason for termination
  • Gender, culture and age diversity
  • Sick leave trends over time
  • Training/CPD adoption over time
  • Employees in each location by skill type
  • Company salary cost over time
  • Salary cost by type of pay item
  • Staff turnover rate etc.

Interested to know how you can use HR reporting and HR analytics to improve your insight into your workforce?

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