Challenge

Key challenges included:

1. Fragmented HR and operational data across multiple systems
2. Limited real-time visibility into workforce metrics across regions
3. Manual target-setting and planning workflows dependent on spreadsheets
4. Inconsistent data definitions impacting leadership reporting
5. Growing demand for secure, interactive dashboards to support planning and decision-making

The organization needed a scalable, future-ready analytics foundation aligned with Microsoft’s data platform strategy.

Solution

atQor partnered with the organization to design and implement a Microsoft Fabric–based analytics solution that unified HR and operational data into a single, governed data platform.

Key elements of the solution included:

1. Unified Data Platform with Microsoft Fabric
   Integrated HR, talent management, and payroll data into Fabric’s unified data estate to enable consistent, trusted analytics.
2. Advanced Analytics & Visualization
   Built interactive Power BI dashboards to provide leadership with real-time insights into training effectiveness, recruitment performance, productivity, and retention trends.
3. Bi-Directional Analytics with Write-Back
   Enabled secure write-back capabilities from Power BI dashboards into the data platform, allowing leaders to input planning targets directly within analytics reports—eliminating manual spreadsheet workflows.
4. Governance & Role-Based Access
   Implemented role-based access controls to ensure secure data interaction while supporting decentralized planning across departments.

The solution was designed to balance insight generation and operational enablement, extending analytics beyond traditional reporting.

Outcomes & Impact

The implementation delivered measurable business impact:

1. 25% improvement in training effectiveness measurement
2. 22% faster time-to-hire through optimized recruitment analytics
3. 6% increase in employee retention, supporting workforce stability
4. Elimination of manual target management, reducing errors and improving planning agility
5. Near real-time visibility into workforce performance across the organization

HR leaders gained the ability to move from retrospective reporting to proactive workforce planning and optimization.

Why This Matters

This engagement demonstrates how Microsoft Fabric can be used not only for analytics, but also as a unified, bi-directional data platform that supports both insight and action.

It highlights atQor’s ability to:

1. Design end-to-end Fabric architectures
2. Enable advanced HR and operational analytics
3. Implement secure, interactive planning workflows
4. Deliver governed analytics solutions in regulated industries

Future Outlook

Building on this foundation, the organization is positioned to expand analytics into:

1. Predictive workforce analytics
2. AI-driven talent and career pathing initiatives
3. Broader operational planning use cases across business functions