People Analytics
A bespoke intelligence and analytics platform which intelligently combines people data from multiple sources to deliver actionable insights on one screen in plain English. The platform is workforce system agnostic, delivering: bespoke metrics, dashboards, reports and automatically found insights.
Features
- Workforce analytics. Intelligently combines all employee data together
- Automatically finds HR insights and identifies what is important
- Easy to understand reports and alerts in English
- One dashboard screen to focus and inform managers
- Solves foundational reporting issues that prevent organisations moving to analytics
- Predicts what will happen to allow HR to be proactive
- Suggests actions using technology that is self-learning
- Makes HR analytics accessible and understandable for workforce decision makers
- Consolidates insights from all employee data sources onto one screen
- Machine learning and artificial intelligence driven reporting
Benefits
- Analytical insights automatically found and delivered in English
- HRD can focus and inform managers with one screen
- Major time savings with automated report packs
- Granular insights into areas employee cohorts of interest
- Financial Improvement Program reports focus effort to Financial year end
- Highlights direct causes of temporary worker demand from ESR data
- Finds the underlying causes of early churn, absenteeism etc
- Predictive capabilities including predicting leaver for hard-to-fill roles
- An extensive array of HR smart metrics providing new insights
- Suite of reports on all aspects of the employee lifecycle
Pricing
£0.21 to £0.60 a person a month
Service documents
Request an accessible format
Framework
G-Cloud 14
Service ID
4 5 4 1 5 7 0 6 0 5 3 6 4 9 0
Contact
Liaison Financial Services Ltd
Chloe Miller
Telephone: 07407646875
Email: bidsteam@liaisongroup.com
Service scope
- Software add-on or extension
- No
- Cloud deployment model
- Public cloud
- Service constraints
- None.
- System requirements
-
- Internet Explorer 8+
- Chrome
- Microsoft Edge
- Firefox
- Safari 9+
- Opera
User support
- Email or online ticketing support
- Email or online ticketing
- Support response times
- Email and Online support is provided 24/7
- User can manage status and priority of support tickets
- No
- Phone support
- Yes
- Phone support availability
- 24 hours, 7 days a week
- Web chat support
- No
- Onsite support
- Onsite support
- Support levels
- Implementation Support Contracting Authorities can choose the service delivery option that suits their needs, or select the standard ‘Supported System’. 1. Specific Engagement. Suitable where trusts seek an analytical analysis of a specific HR area. 2. Managed Reporting. Where contracting authorities seek to gain efficiency gains from automating all internal and external reporting. 3. Analytics Snapshot. Where a trust seeks all point-in-time analysis and insights that is available from their available ESR data. 4. Analytics as a Service. Core set of reports and analysis delivered. Augmented by periodic priorities set by HR. Helpdesk response times are industry standard levels. A Technical Account Manager is provided depending on the service level chosen.
- Support available to third parties
- No
Onboarding and offboarding
- Getting started
- Optional implementation and training services. On site to help clients successfully implement analytics products. Comprehensive documentation also provided. Implementation services include our 6 stage Implementation Methodology which incorporates an Analytics Launch workshop. Data Centre of excellence for mapping, importing, and combining multiple data sources together Analytics consultancy service offering to clients providing strategic and operational advice on how to make best use of analytics, deploying an advanced implementation methodology. Predictive services. Investigatory services to build and deploy standard and new predictive models HR Analytics as a service. A service where regular reporting and insight are performed on a one-off, periodic or regular basis.
- Service documentation
- Yes
- Documentation formats
-
- Other
- Other documentation formats
-
- Tableau
- Office 365
- End-of-contract data extraction
- An extract of data in standard formats, such as csv, is provided if needed. As all data originates in clients underlying systems this should not be required.
- End-of-contract process
-
There is no cost to the Contract Authority.
All client data is destroyed on the final day of the contract, post any extract request being processed.
Using the service
- Web browser interface
- Yes
- Supported browsers
-
- Microsoft Edge
- Firefox
- Chrome
- Safari
- Opera
- Application to install
- No
- Designed for use on mobile devices
- Yes
- Differences between the mobile and desktop service
- None.
- Service interface
- No
- User support accessibility
- None or don’t know
- API
- Yes
- What users can and can't do using the API
- Liaison set up the service on behalf of the Contracting Authority using the API. We have a standard import file format that allows users to create an interface file that can import into the system on a regular basis as required. We welcome and encourage feedback on system development and utilise a suitable project management system to continuously develop the system in accordance with user needs.
- API documentation
- Yes
- API documentation formats
-
- HTML
- ODF
- API sandbox or test environment
- No
- Customisation available
- Yes
- Description of customisation
- Users can customise the dashboards, reports, my metrics, regular reporting packs, metric calculations, branding, colours and styling of the solution.
Scaling
- Independence of resources
- By utilising the Azure hosting platform, which automatically increases the resources needed to deliver required response times.
Analytics
- Service usage metrics
- Yes
- Metrics types
- By user, by department, by area.
- Reporting types
-
- Real-time dashboards
- Regular reports
- Reports on request
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Up to Baseline Personnel Security Standard (BPSS)
Asset protection
- Knowledge of data storage and processing locations
- Yes
- Data storage and processing locations
- United Kingdom
- User control over data storage and processing locations
- No
- Datacentre security standards
- Complies with a recognised standard (for example CSA CCM version 3.0)
- Penetration testing frequency
- At least once a year
- Penetration testing approach
- ‘IT Health Check’ performed by a Tigerscheme qualified provider or a CREST-approved service provider
- Protecting data at rest
-
- Physical access control, complying with another standard
- Other
- Other data at rest protection approach
- Each employee is individual vetted and given the required amount of access to ensure the correct level of access with logged datacentre/ remote access visits created within our Network operations system. Social engineering tests are carried out regularly within the staff and datacentre and we have an advance suite of checks available features for physical and remote access: • Laser Perimeter Protection • 24×7 Manned security • ISO27001 & PCI-DSS compliant • Facial recognition systems • Mantrap entry portals • 24×7 Secure access • Extensive CCTV
- Data sanitisation process
- Yes
- Data sanitisation type
- Deleted data can’t be directly accessed
- Equipment disposal approach
- Complying with a recognised standard, for example CSA CCM v.30, CAS (Sanitisation) or ISO/IEC 27001
Data importing and exporting
- Data export approach
- Exports are available via an icon on all reports and dashboards. In addition, chart images can be pushed onto the clipboard. The data export option can be disabled through security profiles or licensing, if required.
- Data export formats
-
- CSV
- Other
- Other data export formats
-
- Excel
- Word
- Powerpoint
- Data import formats
-
- CSV
- Other
- Other data import formats
- All open and major vendor data formats supported
Data-in-transit protection
- Data protection between buyer and supplier networks
-
- Private network or public sector network
- TLS (version 1.2 or above)
- Other
- Other protection between networks
-
Liaison are accredited to ISO27001.
All information is encrypted to AES 256 standard. - Data protection within supplier network
-
- TLS (version 1.2 or above)
- Other
- Other protection within supplier network
- A strong password is an essential barrier against unauthorised access. Hoster security strategy use various ways to improve the security of user authentication, including various forms of two factor authentication and biometric techniques. Hoster policy makes use of additional authentication methods based on risk assessment. Use of multi-factor authentication methods should be justified on the basis of the above factors and securely implemented and maintained where appropriate. Single Sign-On will be used within the internal network using secure ldap where supported by relevant systems unless the security requirements are deemed to be such that a further log-on is required.
Availability and resilience
- Guaranteed availability
-
Target uptime : 99.5% (excluding scheduled maintenance)
Actual uptime : Achieved over 3 years of documented uptime in our datacentre - Approach to resilience
- All services are provided through UK Azure datacentres.
- Outage reporting
- Outages are reported via email and telephone. A copy of our Security Incident Response Policy is available upon request.
Identity and authentication
- User authentication needed
- Yes
- User authentication
-
- Username or password
- Other
- Other user authentication
- Username and password
- Access restrictions in management interfaces and support channels
- User profiles control access to system data and management interfaces. All user profiles require user name and password log in.
- Access restriction testing frequency
- At least once a year
- Management access authentication
-
- Username or password
- Other
- Description of management access authentication
-
Username and password.
User profiles control access to system data and management interfaces.
Audit information for users
- Access to user activity audit information
- Users contact the support team to get audit information
- How long user audit data is stored for
- User-defined
- Access to supplier activity audit information
- Users contact the support team to get audit information
- How long supplier audit data is stored for
- User-defined
- How long system logs are stored for
- User-defined
Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- QEC
- ISO/IEC 27001 accreditation date
- 15/06/2019
- What the ISO/IEC 27001 doesn’t cover
- Our accreditation covers all elements relating to our service
- ISO 28000:2007 certification
- No
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Cyber essentials plus
- Yes
- Other security certifications
- Yes
- Any other security certifications
- CREST certified penetration testing
Security governance
- Named board-level person responsible for service security
- Yes
- Security governance certified
- Yes
- Security governance standards
- ISO/IEC 27001
- Information security policies and processes
- ISO 27001 processes and procedures.
Operational security
- Configuration and change management standard
- Supplier-defined controls
- Configuration and change management approach
- The development and configuration is only altered in accordance with the needs of users or based on statutory changes that impact on the system. All changes that affect users, are communicated to users in advance of implementation and all user manuals and training guides are updated accordingly and available online.
- Vulnerability management type
- Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
- Vulnerability management approach
- Network and hardware monitoring are in place to specifically monitor and prevent potential threats or vulnerability. All emergency patches are deployed immediately and general patching is maintained at T-1 and tested prior to deployment. If we detect a vulnerability within our systems, we will isolate and take those systems offline within 15 minutes, whilst any remedial work is completed.
- Protective monitoring type
- Supplier-defined controls
- Protective monitoring approach
- Alerts are predefined to identify potential compromises. When notified of a potential compromise a service ticket is automatically created as a Priority 1 and actioned accordingly.
- Incident management type
- Supplier-defined controls
- Incident management approach
- We have pre-defined processes for common events. All incidents are reported through the Helpdesk via email (24/7) or telephone. All recorded resolutions are reported back to the user who raised the incident via email.
Secure development
- Approach to secure software development best practice
- Supplier-defined process
Public sector networks
- Connection to public sector networks
- Yes
- Connected networks
-
- NHS Network (N3)
- Health and Social Care Network (HSCN)
Social Value
- Social Value
-
Social Value
- Fighting climate change
- Covid-19 recovery
- Tackling economic inequality
- Equal opportunity
- Wellbeing
Fighting climate change
Liaison has a strong track record of minimising carbon emissions through remote delivery.e.g, closing our head office has reduced energy/water usage/carbon emissions with no impact to service delivery. Our Social Value and Sustainability Company Statement details how we drive environmental improvements year-on-year. Assessing/ improving our environmental performance using a robust Environmental Management System, We are working towards being accredited with ISO14001 (environmental supply chain management) with scheduled certification date of June. Our Carbon Reduction Plan (published on our website) outlines Liaison’s commitment to reach Net Zero by 2040, reducing emissions by 40% by 2025 and 80% by 2030 as a minimum. Service Delivery through call-off-contracts is predominantly digital/remotely accessible, minimising environmental impact whilst achieving the same/improved outcomes. Our entire workforce works remotely, functioning on a paperless office basis. In addition, >89% of our services are digitised, reducing the carbon footprint associated with travel/materials. We ran an innovative communications campaign to drive awareness around events such as World Environment Day, resulting in 90% of communication being electronic. Digitising the Service: • People Planning/Analytics/Staff Bank/ Rota and Roster – Our workforce transformation platforms are all digitised, allowing for zero-carbon-footprint access/use. Each service is designed to minimise manual processes/paper use through remotely accessible data portals. • Digital Marketing – A suite of digital marketing tools and an expert team who deliver key marketing messages through digital platforms e.g. social media, negating need for paper based resources. • Where there is need for travel, we will continue to encourage the use of public transport/ incentivise employee car sharing schemes through manager engagement/ESG webinars and continue to work with GMP Drivercare (fleet management tool enabling staff to access hybrid/electric vehicles) to further reduce emissions. Liaison encourage staff to reduce their own emissions by offering benefits through our salary sacrifice scheme e.g. energy-efficient heat pumps/solar panels.Covid-19 recovery
During the Covid-19 pandemic, we are proud to have continued to deliver a ‘business as usual’ service to our clients, despite the pandemic restrictions. Ensuring all reviews have been completed to schedule and have delivered feedback sessions, strategy meetings and training digitally. Liaison remained fully operational with no furlough ensuring that we were able to offer continued business as usual for our clients. Supporting the NHS with cloud-based software as a service solution that has delivered staff lateral flow self-testing to tens of thousands of front-line workers and provided valuable reporting for NHS clients as well as delivering a vaccination bank of workers using our cloud-based workforce platform to help the vaccine roll out. We developed a COVID hub on our website to share best practice, useful guides/trusted expertise to help NHS organisations navigate the coronavirus pandemic. We wanted to ensure that organisations could obtain the support it needed quickly and in one place, by compiling a range of FAQs taken from clients, relevant news articles and guidance. COVID update webinars have been offered free of charge to clients/non-clients. Liaison is innovative, as the demands of the NHS change, we change the way we work to deliver a service that is better suited for the future. Liaison was able to review its operating activities, making significant changes reducing the need for face to face meetings. The closure of our offices has allowed all workers to work from home, removing all commuting. We encourage both internal/external meetings to be ran virtually using digital technology. Liaison continue to work closely with our clients, providing support/additional benefits helping to aid the recovery of local communities/economies, through employment, training, guidance, advice, consultancy, community support, developing new ways of working/supporting the health of those affected by covid within the business and clients workforce.Tackling economic inequality
Liaison continually upskill all employees through service specific training sessions/ contract reviews/milestone tracking, obtaining feedback around ease of access, including inequality/modern poverty, allowing alternative access options where needed. We continually undertake market analysis to understand customer needs/measure performance through KPIs/SLAs. We upskill employees through comprehensive induction and ongoing formal/informal training/development programmes. Compulsory ISO27001 training is provided, ensuring data handling aligned to best practice guidelines. We have partnered with Thrive, providing us with a reporting platform to manage/evidence social value activities against the social value model award criteria in a clear/ quantifiable way. Prioritising workforce upskilling, increasing average workforce skill level through: o Workshops o Reviews o Self-assessments o Liaison Academy (our staff training portal) o Steer your Career initiative, allowing our workforce to take ownership of their career o External webinars covering VAT submission, effective workforce transformation through task management etc. • Recruiting locally, allocating our workforce based on location and local knowledge, ensuring we are responsive to our clients’ needs We encourage equality, diversity and inclusion amongst employees, with a workforce truly representative of society. Selection for employment, promotion and training is based on aptitude/ ability in accordance with our equal opportunities/ harassment/ bullying policy. We provide bias training, ensuring indiscriminate selection. We use job/skillset criteria to select candidates and use non-biased/discriminatory language/neutral wording in job adverts. Individuals with specific protected characteristics underrepresented within the business/with different needs or have historically been disadvantage in employment are targeted for employment/training opportunities. All employees are offered training/development opportunities, enabling them to realise their potential, professionally and personally. Our staff continuously complete online training, enhancing skills, ensuring they are up-to-date with best practice guidelines/ addressing knowledge gaps. Liaison are signed up to the Social Mobility Pledge, committing to outreach/access /recruitment, putting social mobility/equality of opportunity at the heart of our recruitment.Equal opportunity
Equal Opportunities Liaison believes that equality and diversity in the workplace is socially, ethically and morally desirable and that discrimination is not acceptable in any form. Equality and diversity means that all individual staff will be valued and will be supported in fulfilling their potential and that the culture of the company will value the difference that individuals bring to work. Examples of Company policies: • Equality, diversity and inclusion • Harassment and Bullying sets out our endeavours to be diverse along many dimensions and the responsibilities of both managers and employees in achieving this. Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, marital or civil partnership status, cultural background, socio-economic status, physical and mental ability, experience and education. In support of our aim to provide equality and diversity at work, we aim not to discriminate directly or indirectly by ensuring that; • No employee or prospective employee, client or candidate will receive less favourable treatment than another as a result of direct or indirect discrimination, or discrimination by perception or association. • No employee or prospective employee, client or candidate will be placed at a disadvantage by requirements or conditions of a post which unfairly discriminate against them. • All managers will develop and practice the concept of equality and diversity in the application of conditions of service, recruitment, training and promotion opportunities.Wellbeing
Liaison has developed an employee Wellbeing Policy to manage its obligations to maintain the mental health and wellbeing of all staff. It covers the organisation's commitment to employee health, the responsibilities of managers and others for maintaining psychological health, health promotion initiatives, communicating and training on health issues, the range of support available for the maintenance of mental health, and organisational commitment to handling individual issues. These also include polices on the following subject matters mentioned: • Supporting staff experiencing domestic violence • Adoption leave • Adverse weather • Fertility treatment • Flexible working • Homeworking • Menopause • Miscarriage and stillbirth • Parental Bereavement • Parental Leave • Paternal Leave • Shared Parental Leave • Sabbatical Leave • Short-term temporary working oversees • Volunteering • Working flexibly We continue to develop and run a range of health promotion initiatives designed to raise awareness of health and lifestyle issues affecting mental health and wellbeing. The programmes cover: stress management; disability awareness; bullying and harassment; handling violence and traumatic incidents at work; lifestyle behaviours. Examples of health measures implemented include: • Health Assured Employee Assistance Programme • The introduction of Mental Health First Aiders • Procedures for reporting and handling inappropriate behaviour (for example bullying and harassment) • Methods in place to measure staff physical and mental health and wellbeing engagement over time and adapt to any changes in the results • Subsidised gym membership and discounts • Health insurance • Opportunities for flexible and agile working • Encourage exercise/regular social events to boost staff health, teamwork and mental wellbeing, such as lunchtime walking clubs or ‘coffee roulette’ where staff take time out of their day to chat with another staff member and are reimbursed for their costa coffee (for example). Employees state these simple activities enhance morale and increase productivity.
Pricing
- Price
- £0.21 to £0.60 a person a month
- Discount for educational organisations
- No
- Free trial available
- No