Challenges
Why data matters
Headcount, skills, mobility, engagement: HR data is plentiful but scattered across HRIS, payroll and recruitment tools. Bringing it together makes fact-based talent management possible.
What data brings
What data changes
Workforce management
Consolidated dashboards: headcount, turnover, absenteeism, payroll, by entity and role.
Skills and mobility
Skills mapping, identifying training needs and internal mobility paths.
Recruitment
Tracking time-to-hire and sources, quality of hire, campaign management.
Equality and social reporting
Gender equality index, social report and reliable CSR indicators.
AI adoption
Change management and employee training on generative AI tools.
Generative AI
First generative AI use cases
- HR assistants answering employee questions about internal policies
- Help writing job ads and job descriptions
- Summaries of interviews and engagement surveys
Method
The Visian approach
- Framing with the department concerned: decisions to inform, indicators, priorities.
- Data : source inventory, quality measurement, corrections at source.
- Tool : dashboard, model or AI assistant delivered in short iterations.
- Adoption : team training, usage tracking, skills transfer.
References
Visian achievements
- ENGIE: Copilot change management
- Visian AI Training programme: 21 role-based modules to make teams self-sufficient in generative AI