Workforce and Payroll
Explore different models of your workforce strategy (remuneration, recruitment, mobility, skills development …)
Retention
Visualize employee influence and success criteria, anticipate recruitment and training plans
Diversity and Inclusion
Anticipate future challenges of diversity and analyze gaps in D&I practices according to different Decision criteria
Candidate Experience
Evaluate your hiring process from the initial moment candidates interact with your organization
Training
Improve your engagement programs with quantitative and qualitative analysis using emotional AI
Centralized HR vision
Properly leverage your HR data from multiple sources
PREDICTIVE ANALYSIS
Analyze the current state of your HR practices with an innovative forward-looking approach based on the analysis of multi-year data.
Model your data for a “predictive” analysis of your workforce and its readiness in the face of your challenges (diversity, jobs, compensation, recruitment, etc.).
Have concrete and simple illustrations to facilitate and communicate your strategic HR decisions.
SIMULATION
Evaluate the economic and social costs and benefits of different short, medium or long-term development scenarios.
Select astutely between different development models (compensation, recruitment, mobility, development, etc.) and correct your economic and social trajectories.
Implement the new framework of your HR and compensation policy.
Makila, had developed a specific cloud solution for Human Resources capable to provide business intelligence reporting metrics about gender equality on multiple dimensions: compensations, promotions, raises, salary increases, maternity impact, gender among higher wages. Solid analysis and simulation tools were offered to drill down visually inside data to report on progress, visualize trends, understand the reasons of any gap and identify areas of improvements.
Laurence Bettini
Sr Manager, Total Rewards
Actualités
Secteurs d’activité
ASSURANCE
BANQUE
LOGISTIQUE
INDUSTRIE
COMMERCE
