Tanca will help you better understand how the software works!
Headcount forecast by quarter. Payroll cost by department. Turnover risk by individual. Hiring ROI by channel. Workforce Analytics transforms HR data into strategic decisions.
Payroll in payroll system, headcount in HR database, OT in timesheet.
6 weeks before resignation: velocity dropped, collaboration withdrew, learning stopped.
Department efficiency imbalances drift over quarters without tracking.
Workforce planning without forecast model is just budgeting. Requires growth scenarios and attrition modeling.
Resource allocation optimizes locally, not globally.
15 people hired in Q1, no cost/revenue measurement 12 months later.
AI maps headcount allocation to department revenue contribution. Every department gets Efficiency Score (0–100%) showing over- or under-resourced status.
Sales: 48% efficiency · 22% HC · 15% revenue vs benchmark 1:$180K
Model workforce across 3 growth scenarios (Low/Base/High). Adjust growth rate, HC-to-revenue ratio, attrition, salary inflation, hiring velocity, AI automation impact.
480 (low) · 566 (base) · 700 (high) for 2029 forecast
Monitors behavioral signals — velocity decline, collaboration withdrawal, learning engagement drop, compensation gap vs market. Early warning 6–8 weeks before typical resignation.
Flight Risk: HIGH · 6-week alert triggered
Quarterly payroll cost by department, role type, shift. OT cost trends. Cost-per-hire by recruitment channel. Revenue per labor cost dollar.
$76K revenue per employee (+8% YoY) · Cost-per-hire: $4,200 avg
All 4 modules pull from the same live data — payroll, attendance, OKR, recruitment. No manual data entry. No spreadsheet exports.
"Before Tanca Workforce Analytics, our CHRO presented headcount requests to the board as 'we need more people in Engineering.' After 6 months with Workforce Analytics, we presented a proper HC plan with department efficiency scores, 3-year forecast scenarios, and payroll cost projections. The board approved the budget in 20 minutes instead of the usual 3-meeting cycle."
Department efficiency by revenue contribution. 5-year 3-scenario forecast model. 6-week flight risk early warning. Hiring ROI by channel.
