People analytics, set up with care
Swiss version. Prices in Swiss francs, excl. VAT. For clients in Switzerland, data protection follows Swiss law (revFADP).
A first look at workforce questions you already have data for, with employee representatives and Swiss data protection law (revFADP) in mind from day one.
Who it is for
- You have HR exports or spreadsheets, and a question such as turnover, absence, or time to hire.
- Employee representatives need to be part of the setup, not an afterthought.
- You want a report the team can run again, not a one-off slide.
What you get
- A small set of metrics A handful of workforce numbers you already have a reason to track, with a note on what not to measure.
- Employee representatives from the start The approach is agreed with employee representatives before any reporting is built.
- Access that matches the role If a dashboard is needed, people see the view their role allows, and then someone on the team can run it.
How it runs
Nothing is reported until the people who need a say have been included.
- Agree the question Including time with employee representatives, and a check that the data may be used.
- Use what you already have Exports and spreadsheets first. No new surveillance tooling.
- Leave a report you can repeat A starter set of metrics, or one dashboard, with a handover.