Predictive People Analytics, Powered by AI
Predict attrition, model engagement, simulate org changes and quantify the people impact of every decision.
- Attrition prediction with drivers
- Engagement & sentiment analysis
- Pay-equity analytics
- Org simulation
- Cost-of-attrition modelling
- Explainable AI
A complete overview of the People Analytics module
Radix People Analytics moves HR from rear-view reporting to forward-looking decision-making. Predictive models forecast attrition risk, engagement trends, hiring success and pay equity; explainable AI shows every driver and recommended action; org simulation lets leaders model restructures and quantify the people impact of strategic choices before they make them. Every prediction is governed, every recommendation is measurable and every output is explainable to employees and regulators.
Business problems this module solves
If any of these sound familiar, you are paying the cost of a missing platform — in time, money and employee trust.
Retention surprises
Top performers resign without HR seeing it coming and replacement costs spiral.
Engagement guesswork
Annual surveys give a snapshot that is stale before the deck is shared.
Pay equity blind spots
Unexplained gaps persist across gender, ethnicity, geography and role.
Restructure unknowns
Org changes are designed in slides without quantifying cost, capability or risk impact.
Key features of People Analytics
Attrition AI
Predict 90-day attrition risk per employee with explainable drivers.
Engagement Models
Combine survey, behaviour and performance data into a real-time engagement index.
Pay-Equity Analytics
Detect unexplained pay gaps across gender, ethnicity, geography and role.
Org Simulation
Simulate restructures, role changes and cost impact in minutes.
Cost of Attrition
Quantify the cost of turnover by role, team and geography.
Explainable AI
Every prediction comes with feature importance and recommended actions.
Attrition Risk — Live
How it works
Business benefits & ROI
Quantifiable outcomes enterprise teams typically see after rolling out this module.
Risk scores trigger manager nudges and retention plans before resignations happen.
Continuous models replace once-a-year sentiment with always-on understanding.
Regression-controlled analysis identifies and tracks closure of unexplained gaps.
Simulate restructures with cost, span and capability impact before approving them.
Industries using this module
Retention
Predict and prevent attrition with targeted interventions.
DEI & Pay Equity
Quantify gaps and track closure across cycles.
Restructure Planning
Simulate org changes with cost and capability impact.
Works with the tools you already run
Frequently asked questions
How are predictive models trained?
Models train on your historical data with strict privacy and governance — no cross-tenant data sharing.
Are predictions explainable?
Yes. Every prediction includes top drivers, confidence and recommended actions — never a black box.
Can I run pay-equity analysis?
Yes. Detect unexplained pay gaps across gender, ethnicity, geography and role with regression-based controls.
Is it GDPR/DPDPA compliant?
Yes. Models respect data residency, consent and minimisation requirements, with role-based access to predictions.
Are models trained on cross-tenant data?
No. Models train only on your own data with strict tenant isolation. No cross-customer learning happens by default.
Can predictions trigger actions?
Yes. High-risk predictions can trigger manager nudges, retention plans, surveys or learning enrolments with full audit visibility.
Are predictions explained to employees?
Configurable. Admins decide what is shared with employees versus restricted to HR and leadership with appropriate guardrails.
Can we challenge a prediction?
Yes. Every prediction shows top drivers and confidence. Managers can override with reason codes that feed back into model governance reviews.
Related platform modules
See people decisions before they happen
Predictive, explainable people analytics for forward-looking HR.