People Data Decision Sprint
Turn scattered people data into a decision you can defend.
“Where are we losing talent, and what should we look at first?”
See what you get04 / Practice
AI, Data & the People Function
Use people data and AI responsibly, so leaders can see clearly and act sooner.
“We have more data and AI tools than ever, and less clarity.”
Why it matters
James started his career as an engineer. He still approaches organizations as systems: find the friction, measure what matters and use the evidence to improve it. Palagn helps people teams build dashboards leaders actually use and put AI to work without putting employee trust at risk.
You might recognize this
- Leaders review financial data every month and people data once a year.
- Reports are full of numbers and nobody can say what decision they support.
- HR staff are already experimenting with AI tools, without agreed guardrails.
- You need to understand retention, progression or pay patterns before acting.
What Palagn does
The work.
People analytics and dashboards
Recruiting funnels, employee transition matrices, retention and progression comparisons, data-quality checks and dashboards built for executive review.
AI readiness for HR
Where AI helps a people team, where it should not be used, and the guardrails for employee data.
AI-assisted listening
Responsible use of AI to analyze employee comments and engagement trends, with human review built in.
Pay and representation patterns
Analysis carried out with your HR, legal and compensation partners, matched to the question being asked.
See the approach
From a dashboard to a decision.
The useful output is rarely the chart. It is a short brief that names the decision, the finding, what the data cannot tell you and who owns the next move.
Decision briefIllustrative · invented data
- Decision
- Where should we focus retention effort this year?
- Finding
- Employees in years one to three report 62% favorable engagement, against 86% in their first year. Voluntary exits cluster in the same group.
- What the data cannot say
- Why. Listening sessions in two units can explore manager support and other possible explanations.
- Recommended move
- Redesign manager check-ins for years one to three and pilot them in two units.
- Owner and review
- VP of Operations · 90-day readout to the executive team
Starting engagements
A clear way to begin.
Defined deliverables, agreed in a written scope. Many clients start here and decide later whether they need more.
AI-Ready People Function Sprint
Put AI to work in HR without putting trust at risk.
“Where should our people team use AI, and where shouldn’t it?”
See what you getEspecially relevant for: Health systems & academic medicine · Nonprofits & foundations · Companies & associations
Bring one stuck decision.
A free, 20-minute introductory conversation. No deck, no pitch. Just a clear look at what is in the way and whether Palagn can help.