You can set data permissions for each individual user account according to the users reporting line, or any combination of department, location, function, job grade etc.

View permissions apply to access to dashboards, access to raw data, access to specific data types (salary, valuation, job grade, etc.), and access to data outside the report line if needed.

Panalyt’s flexible viewing authority permissions enables you to provide actionable insights to anyone who is managing/responsible for making employee decisions in an organization.

Our common users include:
 (1) HR departments (personnel department manager, HRBP, HR planning department, human resources development department, recruitment management department, etc.),

(2) non-HR managers/management departments (corporate planning department, business department manager), Sales manager, base manager, management, etc.)

(3)It is also used by data engineers, scientists and analysts who connect directly to Panalyt’s integrated people data warehouse to bypass the time-consuming data ETL and cleansing process.

Panalyt carefully selects the minimum necessary important personnel indicators and formats so that it can be used even by non-professionals of data and HR, but dashboard layout, visualization options, company-specific hierarchical structures and field names, employee attributes to be compared, and the color templates can be changed flexibly. Panalyt can also be white-labelled if needed

For new development of dashboards that are not included in the template, we work with our clients to develop and roll-out the requested dashboards in an agile manner, with a possible additional customization cost based on the extent of customization requested. 

Panalyt’s ONA only analyzes the meta-data ( “who sent the message to whom and when)” and not the content.

With this “WHO and WHEN” information alone, it is possible to analyze the strength of relationships b/w different stakeholders in the organization, evaluate communication between organizations, and detect signs of reduced engagement and attrition risk.

The contents of emails and chats, calendar titles, attachment names, etc. are masked when connecting data.

For more information please see this page.

Yes, if there are concerns about the sensitivity/confidentiality of a particular dataset or a dashboard, we can limit Panalyt’s filtering to only show insights either aggregated at the team/department/org/function etc. level or to only show insights if the total number of employees within the selected population is above a certain threshold.

This is a common request when dealing with Employee Engagement data/other survey data where we ensure that the individual employee survey answers are not identifiable.

No, as of now we are fully committed to only building and deploying on the highly secure Google Cloud Platform and do not support on-premise/private cloud implementations.

Pricing is calculated based on the number of employees at the beginning of the contract period (usually 12 months), and there is no change in charges during the period.

We believe that building a truly data driven HR culture requires a commitment towards ensuring that every stakeholder in the organization responsible for people decisions, whether the C-suite, HR or business managers.

In addition, we also believe that employees must be able to have access to their own data and know which data points are being analyzed.

Our pricing is reflective of our mission of democratizing access to people data and insights across the workplace.

Panalyt doesn’t require you to provide data in a specific template before data integration – we either connect directly to your existing HR systems via API/RPA or work with your existing HR spreadsheets without any modification or change at your end.

Implementation usually involves an initial, one-time field and hierarchical mapping exercise after which we can continue to load your data in an automated manner, while there are no changes to the org structure/employee fields to be considered for analysis.

Based on our team’s experience of processing and visualizing HR data for decision making at previous in-house roles and our experience  with our clients, we understand which specific data fields we need to be looking at to produce our insights,  which data fields usually require cleansing and how to implement semi-automated data pipelines to clean and structure data to be ingest into Panalyt.

We flag any anomalies found to our clients and automatically clean similar discrepancies in the data based on our client’s input.

Therefore, data ETL and cleansing, which used to take several months or more, can be realized in a few weeks (the shortest actual result is 24 hours!)

Yes, the ability to identify trends and insights from historical datasets is amongst the core strengths of Panalyt.

Based on the quality of past data and the goals of data utilization, we work with our clients to discuss how many years ago the data should be traced back.

If there are any legal requirements to delete certain historical datasets after a specified time, we build pipelines to anonymize/mask all personal identifiers for historical data as needed on an ongoing basis so that trends can still be identified from the data.

Panalyt’s team of  Customer Business Partners work with our clients to help with:

(1) Inquiries and requests regarding data processing methods and visualization methods,

(2) Requests regarding data types.and addition of new dashboards,

(3) Effective utilization methods, and consultations regarding deployment to other users within the company