DIGIT HR · People Intelligence & Planning
Every indicator starts with a question and ends with a source
Command centers, job and cost planning, and analytics that can be filtered and traced back to their records.
- Business question
- Data scope definition
- Report and indicator
- Variance interpretation
- Traceable decision
- Management question
- Indicator
- Interpretation
- Source
- Decision
The real business problem
From data to decisions you can explain
Start with management's question, then define the indicator, source, filter and status review.
The business journey
How do the parts connect to reach a decision?
- Stage 1:Business question
- Stage 2:Data scope definition
- Stage 3:Report and indicator
- Stage 4:Variance interpretation
- Stage 5:Traceable decision
- Chief executive officer
- HR director
- Planning officer
Explore the operations
The capabilities behind this journey
Choose any area to see its inputs, actions, documents and the decision it supports.
HR command centers
Piles of numbers without definitions do not help managers make decisions.
A dashboard is useful when it starts with today's work: an exception to resolve, an approval request, an expiring document or a report that needs examination. Screen components vary by role, company and viewing permissions, linking each signal to a source or queue that can be opened. An indicator without a definition or a link to its data remains decorative, not a basis for management decisions.
How does the process move?
We start with management questions and critical tasks, then move to indicators with sources and Drill access to records.
OutcomeA practical dashboard that connects signals to action.
Inputs and data
- Company/role/period
- Work queues
- Event log
- Source-based indicators
Outputs and documents
- Role-based workspace
- Link to original record/action
Cases that need review
- Indicator without a source
- Queue without access authorization
- Misleading empty state
Reporting and follow-up questions
- HR/manager/employee dashboards, subject to verified implementation
Explore the detailed capabilities 12
- Workspace navigation: sidebar + task dashboard
- Role-based home page (greeting, tiles, work queues, shortcuts)
- Global search for an employee / action / setup task
- Confirmation dialogs before saving + empty state with an add button
- UX rules: context preserved when navigating back, empty/error/rejected states, Arabic RTL, mobile
- Sign-in and password recovery
- In-app guided tours (spotlights + side panel)
- Version-specific product documentation + what's new
- No work lost on session expiry or verification requests: draft saved and return to the same step
- Bulk action engine with two modes: atomic (all or nothing) and per-record results
- Missing data: on-screen alert + data quality dashboard
- Build-your-own dashboards + sub-dashboard + overview/detail mode + count tiles
Screens and documents in this journey 5
- CHRO dashboard
- HR operations center
- Approvals inbox
- Alerts and exceptions
- My workspace
Workforce and cost planning
Hiring needs cannot be understood without considering the impact on headcount, positions and cost.
A workforce plan must distinguish between actual headcount, proposed staffing needs and approved positions. The person responsible can study a hiring or redeployment scenario and its expected cost, stating the assumptions used. But a scenario is neither an approved budget nor an executed employee movement; the view clearly separates analysis from decisions.
How does the process move?
We compare the current state with the plan and scenarios, their vacancies and effective dates.
OutcomePlanning decisions that can be compared before implementation.
Inputs and data
- Actual headcount
- Approved positions
- Job plan
- Cost scenario
Outputs and documents
- Staffing needs scenario
- Planned vs. actual comparison
- Separate approval decision
Cases that need review
- Scenario treated as a budget
- Missing assumptions
- Position conflict
Reporting and follow-up questions
- Headcount gap
- Available vs. approved scenarios
Explore the detailed capabilities 1
- Workforce planning scenarios
Screens and documents in this journey 4
- Workforce planning center
- Workforce scenarios
- Headcount and vacancies
- Workforce cost planning
Analytics and reports
Inconsistent definitions between reports and KPI dashboards undermine trust in the numbers.
The most important question is not how many charts there are, but how a number was calculated, when it was updated and who is allowed to open its details. Each KPI is linked to a definition, numerator, denominator, filters and data source, and the report allows the original record to be opened where this functionality is available. If data or permissions are unavailable, the status must appear as not evaluated, not as a zero suggesting that no activity occurred.
How does the process move?
We use a single report definition and saved filters, then open the same record from any Dashboard.
OutcomeConsistent, auditable information with clear sources.
Inputs and data
- Data sources
- KPI definitions
- Filters
- Permissions
- Reference date
Outputs and documents
- Report
- Dashboard
- Drill to source record where supported
Cases that need review
- KPI without a denominator/definition
- Unreconciled figures
- Missing permission
Reporting and follow-up questions
- Headcount
- Hires/exits
- Time-to-fill
- Attendance exceptions subject to verification
Explore the detailed capabilities 11
- Recruitment analytics: dashboard, stage conversion rates, job activity
- Case reports + self-resolution KPIs + satisfaction survey
- Payroll reconciliation with cost centers and projects
- Report catalog with shared folders and form/document centers
- Report wizard with live preview + field dictionary + visual query builder + calculated columns and reference date
- Role-based dashboards + workforce dashboard + team profile
- Report scheduling, distribution and sharing
- List column customization
- KPI definitions as contracts + navigation from KPIs to records
- Headcount analysis as of a specific date / by event
- AI analytics assistant
Screens and documents in this journey 5
- HR analytics
- Payroll and cost analysis
- Attendance and absence analytics
- Recruitment analytics
- Compliance and audit reports
Outcomes and reporting
What does the decision-maker see in the end?
Results are read from the document, not from a number detached from its context.
Outputs and documents
- Role-based workspace
- Link to original record/action
- Staffing needs scenario
- Planned vs. actual comparison
- Report
- Dashboard
Reporting and follow-up questions
- HR/manager/employee dashboards, subject to verified implementation
- Headcount gap
- Available vs. approved scenarios
- Headcount
- Hires/exits
These are business questions, not operational data.
Exceptions that should never disappear
- Indicator without a source
- Scenario treated as a budget
- Indicator without a denominator/definition
A demo built around your work
Start from the work scenario that matters to your team.
We walk through one specific journey: the input, the user, the action, the status, the document and the report. Then we scope the demo to what your organization needs.
DIGIT · Every indicator starts with a question and ends with a source