Gamfi for HR · Solution
Walk into the board meeting with numbers
In Gamfi you connect HR activity to team results and convert it into money – turnover into cost, training into an effect on the work. You discuss the budget as a partner.
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.
Znasz to?
The three situations we hear about most often from HR directors.
The board asks about return and all you have is attendance?
You have the number of completed courses. The question is what the company got out of it.
Does the report take a week to assemble from five sources?
By the time the summary is ready, some of the numbers are already out of date.
Do your arguments get lost between departments?
Finance asks about cost, IT about security, the board about results.
6%
is how few companies measure the return on training (market data)
Without numbers, HR negotiates its budget from the position of someone asking a favour, and is first in line for cuts. Our analysis of 328 buying processes also shows that projects rarely lose to a competitor – more often they fall apart inside the customer's own company.
What changes
The same HR activity – a different conversation about it at board level.
−10 p.p.
The drop in new-hire turnover at Decathlon – an example of HR work that could be converted into cost.
We prepare ready-made return summaries as part of a rollout; we publish our own figures from later rollouts once customers have given written consent.
How we do it
We build this outcome from these platform modules:
HR analytics (live dashboards)
Live measures with an automatic summary of what changed – no report to piece together.
See the module →Proof of HR impact (ROI)
Turnover converted into cost, training into effect – at your own rates.
See the module →Retention and early warning
Turnover by site and by manager – you can see where you lose people.
See the module →Learning and development
The results of trained people next to everyone else's – evidence instead of attendance.
See the module →Engagement surveys and pulse checks
Sentiment read alongside the hard data for the same team.
See the module →Goals and OKRs/KPIs
The cascade of targets shows how the teams' work adds up to the company's result.
See the module →Take this further inside your company
This is the most important section on the page: the topic rarely loses to a competitor, more often it falls apart inside the company.
For finance
The cost of one departure times the number of departures a year, at your own rates – set against the cost of the platform, with no market estimates.
For IT
Company sign-in (SSO), automatic accounts (SCIM), an API for exchanging data, data held in the EU, an audit log that cannot be overwritten.
For the board
HR shows its effect on turnover and on how ready teams are, in numbers, quarter after quarter.
Common questions
Open the one that applies to you.
Where will Gamfi get business results data from?
From your systems – the API is built for exactly this exchange, and file-based feeds work from day one. Some HR measures are created in the platform itself, because you run those processes in it.
Does this require replacing our HR system?
No. We can work alongside it and exchange data. You decide the scope – from a single process to the whole of HR, payroll and admin included.
What if our historical data is incomplete?
We start by setting a baseline as of today and measure the change from that point. That is more honest than calculating a return on data you do not trust yourselves.
How soon will I have the first numbers?
You see operational measures from the moment the processes start running in the platform. A return summary needs periods to compare, so we plan the first solid conversation about it once a full cycle has closed.