Cezanne revolutionises HR reporting with Insights

Cezanne has launched an AI-Powered HR Analytics Module that will help HR teams turn data into critical business insights. The new module is built specifically for the Cezanne HRIS platform and helps organisations take real advantage of the HR data it has collected.

This goes beyond historic reporting to empower you with immediate answers, allowing you to spot trends and catch anomalies before they become problems. The result is an analytics solution that will enable HR leaders to turn reports into influence on real business decisions.

Launching the new Analytics module aims to address the issue that 39% of HR and finance professionals have no access to people data for decision-making purposes (Source: CIPD People Analytics: driving business performance with people data). While Cezanne used that statistic, the report is now eight years old.

However, the number may still be valid with research from Ciphr, in 2024, indicating that only 32% believe their organisation in the UK fully utilises people data for decision making. Even when leaders have access to data, less than 1 in 4 use it daily. Cezanne intends to change that with the new module by reducing usage friction and turning it into a proactive tool for leaders.

Julie Lally, Chief Product Officer at Cezanne, commented, “For many HR professionals, reporting has become reactive, manual, and time-consuming. People teams are often buried in spreadsheets, static reports, and disconnected systems, spending more time compiling information than acting on it. Cezanne Insights changes that relationship with data entirely.”

What is HR Analytics

Cezanne has developed a solution that is not just a reporting platform. It has designed a solution that provides what it calls a “listening layer” for workforce data. You can interact with the listening layer using natural language. Cezanne will interpret the question posed, whether it asks for specific results or for deeper insights.

Users can pose examples such as:

• Where are we seeing the highest attrition risk?
• Which teams have the highest absence levels?
• What’s changed in the last quarter?
• Who was recently hired?
• What is the trend in turnover rate?

The versatility means that HR leaders can explore absence trends, identify retention risks, monitor engagement signals, understand organisational patterns and much more from their people data. Importantly, they are not bound by traditional report structures and data structures. The solution also includes benchmark data. Thus, enabling organisations to compare their performance and metrics with those of other organisations.

Lally added, “HR teams already sit on huge amounts of valuable workforce data, but too often they don’t have the time, tools, or confidence to explore it properly.”

Age UK Oxfordshire, an early customer, commented, “The accuracy we now have in both our data and reporting has made a massive difference. We’re now able to easily see patterns and trends in our data, which is great as it helps us to shape where we’re going from an HR point of view. I can see where our turnover is, I can see where our absence spikes are… It’s all really helped.”

Availability

The Insights module is available as an integrated module within Cezanne HRIS. Importantly, Insights removes the need for HR organisations to use external reporting tools to generate answers, data visualisations and insights.

While core analytics and dashboards are included within Cezanne HR, the AI-powered Insights module is an additional cost based on headcount. However, like other Cezanne modules, there is no upfront cost or installation fee; support is also included.

Interested customers can book a demonstration of Insights here.

Enterprise Times: What does this mean?

Cezanne Insights is not a headless solution; it will only work as part of the Cezanne HR platform. However, it will provide finance and HR leaders with a tool for leveraging the HR data they record during normal operations. The natural language interface provides a frictionless interface from which they can draw actions and quickly make data-driven decisions to improve the business.

While having AI-powered analytics with a natural language interface, dashboards, trends and insights is not new, the addition of benchmarking makes this solution stand out above many. It is always interesting to understand how your organisation compares with others. It will be interesting to see how customers take advantage of the new tools and what insights and actions they take to improve their organisation.

Also, how will Cezanne improve the tool? Will they add next best actions to Insights, not only surfacing concerns, but also analysing root causes, suggesting mitigations and then through agentic AI carrying out future actions? AI is changing businesses across the world, and HR is not the only function that will experience change. Insights may be the first step on a journey.

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