Read Workforce Numbers Instead of Assembling Them
Reports, analytics and automation is the GullyHR module that turns the data already captured across the platform, employee records, attendance, recruitment, performance and training, into standing reports and a management dashboard, with alerts ahead of due dates and a narrow set of rule-based routine approvals. Reports arrive on a date instead of on request, and two reports on the same subject agree.
Reports, Analytics and Automation in brief
Reports, analytics and automation is the GullyHR module that turns the data already captured across the platform, employee records, attendance, recruitment, performance and training, into a management dashboard, standing reports, scheduled deliveries, due-date alerts and a small set of automated approvals. It replaces the monthly assembly of workforce numbers with reporting drawn from the records HR already maintains.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- It provides a management dashboard, workforce, recruitment, attendance, attrition, performance and training reports, scheduled delivery, alerts and automated approvals.
- Reports read the same records the daily workflow captures, so a figure in a dashboard is not a second version of a figure held elsewhere.
- Automation is limited to routine approvals that follow a rule you set, and to reminders. Anything needing judgement stays with a person, and automated actions leave a record.
- It is normally configured once the underlying modules are in use, because a report can only be as good as what is being captured beneath it.
The starting point
Does Every Board Update Start With Reconciling Four Files?
When data lives in separate files, every report is a reconciliation. Two reports on one subject disagree, a due date passes unseen and the meeting becomes a discussion about the numbers.
We configure standing reports, a dashboard and alerts on top of one set of records.
You may be experiencing:
- Every board or investor update beginning with reconciling headcount and cost across several files.
- Nobody able to say what attrition looked like last quarter by department without going back through exit records.
- A confirmation due date passing, with the employee still on probation on paper.
- A licence, certification or contract expiring because the reminder existed in one person's calendar.
- Attendance exceptions at a site discovered while payroll is already being processed.
- A recruitment report out of date as soon as it is finished, because it is typed out of a spreadsheet.
- Two reports on the same subject giving different numbers.
- A report that took a day to build and is out of date as soon as it is sent.
- A department head asking for a number only HR can produce, and waiting for it.
- A reminder for a certification or a contract end that exists only in one person's diary.
- A routine approval sitting in an inbox because nobody noticed it was waiting.
What we can help with
What the Module Does
Management Dashboard
A dashboard carrying the headline workforce, attendance and hiring figures, so management stops asking for the same numbers each month.
Headcount and Cost
Workforce reports by department, location, grade or status, read from the same records every time.
Hiring Pipeline Reports
Open positions, pipeline stage and time taken to fill, readable without asking the recruiter.
Attendance Exceptions
Attendance patterns and exceptions across departments and sites surfacing before payroll rather than during it.
Attrition
Exits reported by department, reason and tenure on a consistent basis every quarter.
Appraisal and Training Status
Goal completion and review status across the organisation, with training completion and pending renewals beside the rest of the workforce data.
Alerts Before Dates
Alerts ahead of a confirmation date, a certification renewal or a contract expiry reaching the person responsible before it passes.
Scheduled Delivery and Rule-Based Approvals
Reports delivered on the day they are needed, and a narrow set of routine approvals moving by a rule you set rather than waiting for someone to notice.
The scope
What the Module Covers
Each item below is something a person reads, receives or sets up. The module reads data captured by the other modules, so a report is only as complete as the modules and records feeding it, and we tell you which reports your modules can support.
Management Dashboard
Read the headline workforce, attendance and recruitment figures your management asks for, instead of having them compiled for each request.
Headcount and Cost Reports
Cut workforce reports by department, location, grade or status, so a question about one site does not need a fresh count of everybody.
Hiring Pipeline Reports
Read open positions, pipeline stage and time taken to fill a role without asking the recruiter.
Attendance Exceptions
See attendance patterns and exceptions across departments and sites while there is still time to correct or approve them before payroll.
Attrition Reports
Read exits by department, reason and tenure on the same basis each quarter.
Appraisal Status
See goal completion and review status across the organisation, which shows quickly if a department has not started its reviews.
Training Completion
Read training attendance, completion and pending renewals beside headcount and performance data.
Alerts Before Due Dates
Set an alert ahead of a confirmation date, a certification renewal, a contract end or a document expiry, sent to whoever owns it.
Scheduled Delivery
Have reports reach management or department heads on the day they are needed, so the monthly request disappears.
Rule-Based Routine Approvals
Let a narrow set of routine approvals, such as a leave request squarely within policy, move under a rule you set, with a record of what was done and why.
Agreed Definitions
Settle what counts as on rolls and how attrition is computed before any report is configured, so the same word means the same number everywhere.
Report Access
Decide who may see which report, including any that show compensation.
Working together
Ways to Work With Us
Demonstration and Scoping
A walkthrough against the reports you build today, then an agreed scope for the dashboard, reports, alerts and rules.
Configuration and Rollout
Reports, dashboard and alerts are configured on live data, checked against your own figures and opened for use.
Ongoing Support
Support for new reports, changed definitions, new alerts and changes to who receives what.
Reports can only be as complete as the modules and records feeding them. We tell you plainly which reports your current modules can support.
The deliverables
What You Receive
Depending on the scope, you receive:
- A configured management dashboard.
- Standing workforce, attendance, hiring, attrition, appraisal and training reports.
- Agreed definitions for each measure, so the same word means the same number everywhere.
- Alerts for confirmation dates, renewals and expiries with owners and lead times.
- Scheduled delivery to management and department heads.
- Rule-based routine approvals for the cases you choose.
- Training for HR administrators and report recipients.
- A post go-live review with agreed adjustments.
- A written definition for each measure, agreed before the report is configured.
- A list of the data gaps the reports depend on, with what to correct first.
- For each alert, a named owner and a lead time.
Step by step
From Assembled Files to Standing Reports
Find Out What Is Actually Asked For
We sit with management and HR to establish which numbers are asked for every month and which are produced and never read.
Agree the Definitions
Who counts as on rolls, how attrition is computed and what each measure means are agreed before any report is configured, since definitions settle more arguments than formats.
Check the Underlying Data
Reports can only be as good as the records beneath them, so we flag gaps in the data the reports will rely on and agree what to correct.
Configure Reports, Alerts and Delivery
The dashboard, standing reports, alerts and delivery schedule are configured and checked against your own figures.
Review With Management
We sit in a management review to see whether the reports answer the questions asked or only raise new ones, and adjust. Where set-up support is included in your engagement, we also check the configured reports against your own figures before they are opened for use.
The difference
What Standing Reports Give You
Configured reports and alerts help you:
We do not promise outcomes. We record a baseline before work starts, covering which numbers are asked for today, how long each takes to produce and where figures disagree, and report against it, so you can see what changed and what did not.
- Read headcount, cost, attendance and attrition from a standing dashboard rather than a file somebody builds.
- Generate an alert to its owner before a confirmation, renewal or expiry passes.
- Move routine approvals inside a rule you set without waiting for someone to notice them.
- Receive management reports on a known date instead of requesting one each time.
- Make two reports on the same subject agree, because both read the same underlying records.
- Answer a question in a management meeting in the meeting.
- Settle a dispute about a number by pointing to a definition that was agreed once.
- Find out that a department has not started its appraisals from a status report instead of from an employee.
- Review the reports after the first cycle and retire any that nobody reads.
- See every action an automated rule took, with the rule that triggered it.
Find your fit
Who the Module Is For
Companies Reconciling for Every Report
Businesses where each board or investor update starts with reconciling several files.
Owners Who Need Numbers on Demand
Companies where management waits days for a workforce figure.
Businesses With Expiring Dates
Companies whose licences, certifications and contracts depend on reminders in one person's calendar.
Multi-Site Businesses
Companies discovering attendance problems at a site during payroll.
Companies Already on GullyHR
Businesses with the modules in place who want the data used.
Companies Building the Monthly Report by Hand
Businesses that rebuild the same report from scratch each month.
Department Heads Who Wait for HR Numbers
Managers who need their own team's figures and currently wait for HR to assemble them.
HR Teams With Expiring Dates to Watch
Teams who track confirmations, certifications and contract ends from a calendar and want a system alert instead.
Good to know
How It Fits Your Workflow
Day to day, by role
- HR administrators keep the underlying workflow in use, since reporting quality follows from it, and read the exception and status reports.
- Department heads receive their own team's figures on the schedule you set.
- Alert owners receive an alert ahead of the date they are responsible for.
- Management reads the dashboard and the standing reports.
Across the month
- Scheduled reports reach management and department heads on the agreed day.
- Attendance exceptions are read before payroll rather than during it.
- Alerts reach their owners before confirmations, renewals and expiries pass.
- After the first cycle we review which reports are read and retire the rest.
Reports arrive on a date instead of on request.
Good to know
What You Can Track
Reports the module carries
- Headcount and cost by department, location, grade or status.
- Hiring pipeline: open positions, stage and time taken to fill.
- Attendance exceptions across departments and sites.
- Attrition by department, reason and tenure.
- Appraisal goal completion and review status.
- Training attendance, completion and pending renewals.
Before and after
We record a baseline before work starts covering which numbers are asked for today, how long each takes to produce and where figures disagree, and report against it, so you can see what changed and what did not.
Good to know
What It Is and Is Not
What it is
- The GullyHR module that turns data already captured in the platform into reports, a dashboard, alerts and scheduled delivery.
- Automation applied to a settled process, following a rule you have set and applied the same way each time.
- A configuration stage, normally once the underlying modules are live and in real use.
What it is not
- It is not a separate reporting layer. It cannot report on a field nobody fills in.
- It does not replace judgement. Automation is deliberately narrow, and anything requiring judgement stays with the person you assigned it to.
- It does not bring in figures from a system outside GullyHR by default. That is scoped as its own piece of work.
- It is not reporting and analytics consulting. Consulting defines which reports matter, the definitions and the calendar, while this module configures them on the platform. Either can be taken separately.
Good to know
Getting Started
What you bring
- The reports you build today, who receives them and which of them are actually read.
- Your definitions, such as who counts as on rolls and how attrition is computed.
- The due dates that deserve an alert, with an owner and a lead time for each.
- Which approvals are routine enough to automate and which must stay with a person.
- Who may see which report, including anything carrying compensation.
What we do with it
We establish which numbers are asked for each month, agree definitions, flag gaps in the data the reports depend on and configure the set. Where implementation support is included in your engagement, that covers training for the people who run the reports and the people who receive them, and a review after the first cycle.
Good to know
Access and Data
Who sees what
Access is role-based and set report by report, so general workforce figures can go wide while anything carrying compensation stays narrow. Reports are scoped by role, department or location, so a department head sees their own team and management sees the headline view.
Automated actions leave a record
The rule behind each automated action is stated up front, and the record shows what the rule did, so HR can see everything the rules did.
Good to know
Frequently asked questions
It turns the data already captured across the platform, employee records, attendance, recruitment, performance and training, into standing reports and a management dashboard, with alerts ahead of due dates, scheduled delivery and a narrow set of rule-based routine approvals.
It reads the data other modules already capture, so a report is only as complete as the modules feeding it. We tell you plainly which reports are possible from the modules you have and which need another to be in place.
Reports are configured against the data held in the platform. A specific report is scoped by what the data supports. Where something cannot be produced from the records, we say so rather than promise it.
A narrow set of routine approvals that follow a rule you set, such as a request within a defined limit, plus alerts and scheduled delivery. It is deliberately modest: automation applied to a settled process, not a replacement for judgement.
The delivery arrangements for alerts and scheduled reports are confirmed during demonstration for the channels you want, rather than assumed. The owner and the lead time for each alert are part of configuration.
The roles you decide. Reports are scoped by role, department or location, so a department head sees their own team and management sees the headline view.
Then the reports will show it. We flag the gaps the reports depend on and agree what to correct first, since a standing report built on uncorrected data gets argued with instead of used.
No. Consulting defines which reports matter, the definitions and the calendar. This module configures them on the platform. They work well together, and either can be taken separately.
After a demonstration against the reports you build today. The proposal sets out the dashboard, reports, alerts and rules included, and is agreed in writing before configuration starts.
Yes. Reports can be scheduled to reach management or department heads on a set date, which usually removes both the monthly request and the rush to answer it. The channels, such as email or on screen, are confirmed during the demonstration.
No. It applies rules you wrote to cases you defined as routine. HR keeps every decision that needs thought, and can see everything the rules did.
Yes. Reports can be cut by location, department, grade or entity, provided the structure behind them is configured in core employee management.
That is assessed on request rather than assumed. Within GullyHR, reporting reads the other modules directly, and bringing in figures from an outside payroll or accounting system is scoped as its own piece of work.
We look at that after the first cycle and retire what is not being read. A shorter set of reports that people act on is worth more than a full library that nobody opens.
Whoever you name as its owner. The owner and the lead time for each alert are part of configuration, so a reminder reaches the responsible person instead of depending on one diary.
Normally once employee records, attendance and any other relevant modules are live and in real use, since reporting reads what those modules capture.
Read the Numbers Instead of Building Them
Agree the definitions, configure standing reports and alerts on one set of records, and have them arrive on a date.
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