Gamfi for HR · Module
An HR analytics tool that drills down from the whole network to a single site
With the Gamfi platform you have live HR metrics in one place – turnover, absence, training progress and engagement – drilling down from the whole network to a single site. A board report stops starting with gathering data from several places.
AI insights are rules calculated on the platform's current, aggregated data – not a risk assessment of an individual person.
How it works
Data that does not need collecting, because it is created by working in Gamfi.
- 1
Metrics calculate themselves
Every onboarding, training session, survey and check-in feeds the dashboard the moment it happens in the system.
- 2
You look at your own slice
The whole company, a region, a location or a single team – drilling down through the structure, without ordering a report from anyone.
- 3
You get a summary every week
A rule that calculates the platform's data turns a change in a team into a short description: what has changed and where it is worth a look.
- 4
You take it into the meeting
A library of reports and export to CSV and XLSX – the summary reaches the board without retyping numbers.
More, because it is one system
The HR analytics market starts with integrating five systems. In Gamfi, data is created in the same place where you run your HR processes.
The dashboard works without an analyst's effort
You run onboarding, training, check-ins and surveys in Gamfi, so the dashboard counts them right away – you do not order an export from several systems or wait for spare hands in analytics. Period comparisons make sense after a few months; you upload history from before the start from a file.
A regional manager sees their sites in the same view where HR sees regions
The structure goes as deep as your network does – from the company through the region to a single site, without building a separate report for every level.
We calculate turnover from two sources and say which
From departures closed in Gamfi or uploaded from your HR system – these are two different sources, and we do not pretend one replaces the other. Process metrics that you run with us are complete from day one.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
From a dashboard for the board to a library of reports – the HR metrics the board asks about, and the ones you need for everyday work.
Dashboards and views by role
- A board dashboard with a weekly AI-written summaryan observation, a cause and a recommendation described in words
- The manager's "Team" viewteam pulse, direct reports and bulk actions in one place
- A regional manager's view with drill-down through the structurecompany, region, site, team – as many levels as your network has
- A dashboard ready from day onewithout an analyst's work and without ordering a view
- Access from a phone through a browserwithout installing anything
HR metrics on the dashboard
- Turnover per location, department, role and manager
- Resignations counted separately from dismissalswe agree the metric definition and the denominator during rollout, so the number matches your HR records
- Team absencefrom the Working Time and Absences module or from your own report
- Training progress and completionthe same data as in the Learning and Development module
- Team engagementan aggregate result, within the scope agreed in the Engagement Surveys module
- Employment structureheadcount, tenure and custom fields – from the data you bring into Gamfi
- Month-on-month comparison and year-to-date resultthe data window reaches back up to 12 months
HR reporting
- A library of ready-made reports with one-click export
- Streamed CSV and XLSX export, compatible with Polish Excellarge reports open without needing fixes
- Reports on headcount, turnover, absence and structurea ready starting point for reporting you run in-house or in the Payroll and HR Admin module
- Export through API and webhooksthe foundation for integrating with your BI tool
A weekly summary and signals from current data
- AI insights calculated with rules on current, aggregated dataonce a week, not a model trained on history
- Narrative: observation, cause, recommendationready to paste into board material
- Change flagged per region, department and locationnot a forecast of future headcount or cost
- A signal at team level, not at individual levelthe full description of early warning is in the Retention module
Permissions and data visibility
- A minimum headcount threshold below which a metric does not drill down furtherin small sites the number rolls up a level – you set the threshold
- Turnover per manager as a team indicatorit is not a judgement on the manager's work – you control who sees it by role
- You set the data retention periods
- Access roles (RBAC) for metrics and reportswho sees the whole network, who sees only their own team – you decide
- An immutable event logwho saw or exported what and when
- Data residency in the EU
- No pay fields on the dashboardthe platform does not store this data today – it comes in with the Payroll and HR Admin module
Data and integration
- Employee and structure import from a filewith an error report for every row
- Documented API and webhooks to feed your warehousewe do not sell ready-made connectors to named tools
- Organisational structure: company, branch, locationthe same split you use to drill down into metrics
Common questions
Open the one that applies to you.
Do we have to integrate five systems first for the dashboard to fill up?
No. Data is created in the same process engine: you run onboarding, training, surveys and check-ins in Gamfi, so the dashboard is full from day one. You add integration with a payroll/HR system when you want to fill in data the platform does not generate itself – for example employment history from before you started with Gamfi.
Are AI insights a prediction or a rule?
It is a rule. We calculate insights deterministically from the platform's current, aggregated data once a week, and AI adds a short narrative to the result: what has changed, what the cause might be, and what is worth checking. It is not a model trained on your history or on other customers' data – we do not have such a model today.
Do you point out which specific employees raise the risk?
No. Insights and metrics on this page concern the team, department, location and region – not an individual person. Task statuses are a different matter: a manager sees by name who has overdue onboarding, training or a missed check-in – that is a task status, not a judgement on a person. Early signals at team level, including the minimum group size below which a signal does not drill down further, are described in the Retention and Early Warning module.
Can we build any report ourselves, without a ticket to IT?
You have a ready-made library of reports and export to CSV and XLSX compatible with Polish Excel – that covers most everyday needs. We do not offer building a report yourself from any fields, without the limits of a ready-made set, today. We say that plainly, because it is one of the first questions in a tender.
Will you connect the dashboard to our Power BI or Tableau?
We do not have a native connector – that is rare even among large providers in this category. Data comes out through a documented API and CSV/XLSX exports, which become the foundation of your own pipeline into your BI tool; we handle the connection itself during rollout.
Will you generate our GUS report or PFRON declaration for us?
Not on this page. The headcount, turnover, absence and structure reports you export from here are a ready starting point for reporting, but the GUS report itself and PFRON declarations you run in-house or in the Payroll and HR Admin module.
Do you show a year-on-year comparison?
The dashboard holds data from a window of up to 12 months back, so you see a month-on-month comparison and a year-to-date result for the current year. A full year-on-year comparison, which needs data from more than a year back, is not a feature of this dashboard today.
Will we see pay or other sensitive data on the dashboard?
No – the platform does not store pay fields at all today, so they are not on any metric either. What you see is data from HR processes run in Gamfi: onboarding, training, surveys, check-ins and turnover.
Who sees data for the whole company, and who sees only their own team?
You set that by role: the HR director sees the whole network, a regional manager sees their sites, and a manager sees their own team – in the same dashboard, without building a separate view for every level. Every access is recorded in the immutable event log.
Will you calculate the cost of turnover and the return on HR actions in zloty for us?
A separate module calculates that – Proof of HR Impact. Here you see the metrics themselves: turnover, absence, training progress and engagement, without converting them into money.
How long does rollout take, and what do you need from us?
You get access to the dashboard within a day. It fills up as you run processes in Gamfi, because the data comes from processes you already run with us. From your side we need: the organisational structure, a list of roles with access to particular views, and one person deciding who sees data for which team.
What determines the price?
The dashboard is not a separately priced add-on – it runs on data from modules you already have. Price is affected by the number of participants, the scope of modules and the scale of rollout. We are happy to go through the details on a call and in further contact.
For your IT team
The shortest version of the answer for security and integration teams, when data about the whole organisation is at stake.
- An immutable event log, data hosted in the EU
- Access roles (RBAC) for metrics and reports, company login via OpenID Connect, automatic accounts (SCIM)
- A manager without a company email logs in with a link or by SMS, from a phone
- Data hosted in the EU, GDPR processor model – you set the retention periods
- Data through a documented API and webhooks – the foundation for integrating with your BI, with no native connector to Power BI or Tableau
- AI suggestions are a prompt for a person, not a decision by the system – the manager and HR make the HR decision