Measuring Human Capital - Kara HR

💡 AI in HR: Huge potential, but ROI takes nuance and patience.

This article highlights a reality I often see in the field: measuring the return on investment (ROI) of AI in HR is not easy—especially in the early stages. Yes, the gains can be real—time saved, automation, better employee experience—but the traditional ROI formula doesn’t always tell the full story.

📊 What stood out to me:

• A median ROI of 15%, with a huge spread (from 5% to over 55%)

• The importance of setting KPIs tailored to each use case

• And above all, the power of storytelling when making the case to senior leadership

👉 If you're integrating AI into your HR processes—or considering it—I highly recommend this read. It also includes 10 practical tips to maximize AI ROI, starting with: begin small, ensure data quality, and involve end-users from the start.

💡 Who’s coming, who’s leaving… and why?
In a time of high turnover and talent scarcity, tracking employee movement isn’t a luxury — it’s a must.

Our latest blog post delivers the ultimate list: over 70 HR indicators to help you better understand hires, promotions, exits (voluntary or not)… and the costs that come with them.

👉 Ready to move from gut feeling to strategic insight?

📊 People analytics isn’t just for big companies.

At Kara, we believe that small businesses deserve the power of HR analytics too.

This article highlights something we see every day: even with a small team, data can help you:

• recruit and retain more effectively,

• understand engagement and absenteeism,

• and most importantly, make better, fact-based decisions.

You don’t need a team of analysts or a big budget. You just need the right tools — and the right questions.

🎯 That’s exactly what we do at Kara: make HR analytics simple, accessible, and actionable, even for small organizations.

Curious how this could work for your business? Reach out — we’d love to show you!

#PeopleAnalytics #SmallBusiness #KaraAnalytix #DataDrivenDecisions #HRTech

🌈 Already tracking overtime, turnover, and absenteeism?

What about diversity and inclusion?

Because an inclusive workplace isn’t just a nice intention… it can (and should) be measured! 📊✨

We’ve put together the ultimate list — 36 indicators to help you track your DEI efforts without losing your way. It’s all there. (Yes, even languages spoken and post-training DEI application rates!)

And if you’re wondering where to start, keep an eye out for the invite to our webinar at the end of May. Because diversity isn’t just a box to check — it should be part of your culture. 💡

#PeopleAnalytics #DEI #DataDrivenHR #KaraHR

🎯 Got questions (or doubts!) about your HR indicators? Bring them all. We’re here to answer.

👉 Not sure which KPIs to track to better understand your company’s demographics and organizational structure?

👉 Curious about what other organizations are measuring — and why?

👉 Looking for a clear framework to structure your HR dashboards?

Join us for a 100% "Ask Me Anything" session dedicated to these topics!
No fluff. Just clear answers, real-life examples… and the chance to ask your real questions to seasoned people analytics experts.

📅 Tuesday, May 6th | 12:00–1:00 PM (Online)
🎙️ Hosted by the Kara RH team
🎯 Topic: Demographics and Organizational Structure KPIs

💬 One hour to clarify, go deeper, and get actionable answers.
Sign up here 

#HR #PeopleAnalytics #KPI #HRMetrics  #KaraHR 

🚀 Advancing People Analytics: A Strategic Imperative for Businesses

Despite significant investments in people analytics, fewer than 10% of companies successfully connect HR data to business outcomes. Why? Because the focus is often on data accuracy rather than on delivering impactful and actionable solutions.

Leading organizations are paving the way: they adopt artificial intelligence tools and predictive models to provide clear answers and guide business decisions. The key to success? Integrating diverse data sources, both internal and external, and democratizing access through intuitive, interactive dashboards.

At Kara, we designed our people analytics solution with this vision in mind. 🎯 Our platform empowers businesses to tackle strategic challenges by seamlessly integrating HR data and key metrics into an interface that’s accessible to all decision-makers.

👉 Ready to transform your HR data into a true strategic lever for your organization? Let’s talk!

#PeopleAnalytics #HRTech #Innovation #KaraHR

People analytics still has a long way to go to generate significant strategic impact. As Josh Bersin highlights, integrating AI and adopting a systemic business analytics approach are essential to maximizing the value of our HR data. By focusing on concrete and strategic issues, we can truly enhance productivity, innovation, financial results, and talent retention. This requires a data-driven culture and effective tools. A great opportunity for People analytics to reposition itself as a key lever for decision-makers.

💡 Is fear holding back People Analytics? Some worry it dehumanizes HR, but it’s about enriching the profession with data-driven insights. A balanced approach can lead to more informed decisions and better employee development. 🚀

Discover how embracing People Analytics can push your organization forward. 

#PeopleAnalytics  #DataDrivenHR #Leadership #KaraHR

🚀💼 How much does turnover cost? Spoiler: way too much! 💸😱

Ready to get dizzy? The hidden costs of employee turnover can be astronomical, and your business might be losing more than you think. 😲

Think your turnover rate is just a minor issue? Think again! Check out my latest blog post to discover how a small reduction can add massive value to your organization. 💪📉

Click to learn more and crunch the numbers before you head off on vacation—you’ll have plenty of time to digest the info! 😉

#Turnover #Cost #Savings #KaraHR

🚨 Pay Disparity in the Tech Sector: A Troubling Reality 🚨

I am deeply troubled (and also outraged) by the findings of this report published by The Dais, revealing that the pay gap between men and women in tech nearly tripled between 2016 and 2021. In 2021, men earned on average $20,000 more than women, compared to $7,200 in 2016.

Despite numerous efforts to promote gender equality, this report highlights an alarming reality: disparities persist and are worsening. 

It's time to act and implement robust policies to combat these disparities. We must work together to create a fair tech sector where everyone, regardless of gender or ethnicity, has equal opportunities for success.

🌍 In a VUCA world, 70% of employees say that current events are hurting their productivity.
At Kara, we see every day how essential data on engagement, climate, and well-being is to help managers step in at the right time.
#PeopleAnalytics #MentalHealth #EmpatheticLeadership

✨ Making Equity, Diversity, and Inclusion Visible

Join us on June 3rd for an interactive webinar focused on EDI indicators.

🔍 We’ll unveil our brand-new list of 36 EDI indicators designed to help you:
✔ Understand the true makeup of your workforce
✔ Identify gaps and opportunities for improvement
✔ Support your decisions with solid data
✔ Strengthen your commitment to a more inclusive workplace

🎯 This webinar is all about YOU — your questions, your insights, your challenges.

📊 People Analytics: From Gut Feeling to Informed Action

Organizations today face growing complexity—shifting employee expectations, digital transformation, and the constant need to adapt. And at the heart of it all lies a powerful but often underused asset: HR data.

🔍 This article is a great reminder of what effective people analytics should look like:
✅ Clear, measurable goals
✅ Leadership buy-in
✅ Continuous feedback loops
✅ A focus on turning insights into action

At Kara Analytix, we deeply relate to this perspective. We support HR teams who want to move beyond static reports and instead leverage data in ways that are focused, strategic, and responsible—to drive real change.

📖 A must-read for HR leaders who believe people analytics is not just about tracking trends, but about shaping the future of work.

#PeopleAnalytics  #KaraHR #DataDrivenHR #EmployeeEngagement #StrategicHR 

🛑 Don’t rush into buying expensive AI tools without building a solid HR data foundation first.

That’s one of the key messages from Justin Angsuwat in a great article on HR data maturity.

👉 “You can’t take advantage of these tools [if] your data is not ready yet.”
The result? Organizational friction, wasted resources… and few truly valuable insights.

At Kara, we say it often: real transformation starts with clean, structured, and reliable data foundations.
Before talking about artificial intelligence, you need to be able to count the right things, in the right way, at the right time.

The next 12 to 18 months will be critical for HR teams that want to play a strategic role in organizational transformation.

🎯 You don’t need to jump straight to prediction or prescription. Progress happens through four clear stages:
➡️ Describe
➡️ Understand
➡️ Predict
➡️ Recommend

If this resonates with you, I’d love to connect and chat!

#PeopleAnalytics I #HRData #HRTransformation #KaraHR

💼 Gen Z, the tide is turning...
Job-hopping to climb the ladder faster? It’s not paying off like it used to. For the first time in 10 years, salary increases for employees who stay put are catching up to those who switch jobs.

👉 Staying loyal now pays almost as much as jumping from one job to another.

That’s exactly what we’re seeing in Kara Analytix, simply by filtering turnover rates by generation. This trend is clearly reflected among our clients.

📊 A great example of how People Analytics can help confirm (or challenge!) market trends.

#PeopleAnalytics #KaraAnalytix #TurnoverRate #HRAnalytics

📢 Join us next Tuesday (Decembre 17th) for an exclusive HR webinar: "Data Quality – The Key to Your Digital Transformation!"

Are you considering integrating Artificial Intelligence into your HR practices? One thing is certain: everything starts with high-quality data.

Learn how to identify, fix, and prevent errors in your HR data to unlock the full potential of your analytics and, most importantly, enhance your credibility!

📅 Don’t miss this opportunity to take your HR practices to the next level. Register now!

💼 In the UK, absenteeism rates have reached a ten-year high, according to the CIPD, driven by stress, poor mental health, and minor illnesses. Among our clients, we are observing a similar trend: absenteeism is rising, while staff turnover is decreasing.

🛠️ Managing this increase in absenteeism is a challenge for many businesses, affecting productivity and team dynamics. Behind these numbers are stories of stress, dissatisfaction, or disengagement.

📊 The article identifies six key strategies to address this issue fairly and effectively: understanding the root causes, handling unapproved absences, encouraging transparency, implementing verification procedures, offering support, and of course, leveraging data...

🌟 By adopting these approaches, we can create a healthier and more engaging work environment.

#Absenteeism #PeopleAnalytics #Data #KaraHR

I am somewhat surprised by the results of this study indicating an HR-to-employee ratio of 1 to 190.1, with a median of 1 to 105.4. This seems to contradict other research showing that more mature HR functions tend to have a ratio of 1 HR to 65 to 75 employees. Here are my thoughts:

First, it should be noted that organizational context plays a significant role in benchmarking HR productivity. Highly regulated industries often require more HR support, and sectors with highly skilled employees demand a more elaborate HR structure. Additionally, the ratio will depend on the responsibilities of the HR team: for instance, do they handle payroll? Are they responsible for occupational health and safety?

While a high ratio can indicate increased efficiency, the quality of HR services should not be overlooked. An overly high ratio could mean overworked HR staff, leading to issues with employee satisfaction and retention. Therefore, other measures should be considered alongside these quantitative ratios.

I believe that efficiency and productivity are crucial, but they should not come at the expense of service quality. What do you think?