- 01Data is collected in one place, validated and computed with a ready-made HR data model.
- 02Indicators break down by department, location, band and period.
- 03Turnover is tracked separately as voluntary and involuntary; the stage with the most loss in the candidate funnel is instantly visible.
Plenalitik · Plena's HR analytics platform
HR that understands, predicts and transforms.
It brings data from Plena modules and from ERP, payroll, time tracking, recruitment and survey systems together in one place. It tells you not only what happened, but what it means and what you should do next.
250+ ready indicators120+ dashboards7 prediction areas4-layer authorisation
From data to action at a glance.
One flow from connect to transform
How Plenalitik works
The result: HR answers leadership's questions with a single validated figure and a clear recommendation. Different data sources converge in one warehouse; from there they flow into dashboards, the report designer and your own BI tool.
- ConnectPlena modules, ERP, payroll, time tracking, recruitment and survey systems connect to Plenalitik. Don't want to wait for integration? Start in a few days with the ready-made Excel template.
- UnderstandData is validated and combined in a single model. Headcount, turnover, recruitment, compensation and engagement are in front of you at a glance, compared with previous periods.
- PlanDefine your headcount targets and the skills your strategic goals require; gaps, risky targets and issues in the organisational structure become visible.
- PredictAI predicts attrition, burnout, headcount and cost trends; you see scenarios with their outcomes before making a decision.
- TransformAll findings turn into prioritised recommendations. Your team focuses on what matters most instead of scanning reports one by one.
The three strongest capabilities
Understands, predicts, transforms.
The motto's three steps are the product's three core capabilities: it turns scattered data into a single truth, makes the future visible and ties every finding to a prioritised recommendation.
- 01Produces forecasts with confidence intervals across 7 prediction areas: turnover/attrition, burnout risk, headcount projection, hiring need, leave usage, overtime/absenteeism and workforce cost.
- 02In the Scenario Simulator, growth, budget, attrition and new-location assumptions are changed freely.
- 03The 12-month headcount projection, hiring need and cost impact are computed instantly — you present leadership a simulation, not a guess.
- 01Every goal is marked On Track, At Risk or Critical.
- 02Headcount gaps turn into a monthly hiring plan; extra headcount requests are tracked against budget and realised cost.
- 03Every finding — from turnover to organisational structure — is prioritised in one list with its concrete recommendation.
Differentiator
Not disconnected reports — a system that thinks.
In Plenalitik every report feeds another. A signal seen in one place is interpreted by prediction, turns into a recommendation and the blocker in front of the solution surfaces at the same time. So HR sees not a single figure, but the whole story behind it.
CURRENT STAFF660Base · Nov 2026
PROJECTED STAFF800+140 (+21.2%)
HIRING NEED224140 growth + 84 replace
COST IMPACT+₺42,8M95% CI: 39.5–46.1M
Headcount Projection (12 Mo · 2027)660 → 800 (95% CI: 782–818)
Department Impact (660 → 800)Total +140 staff
Türkiye (Current Operations)CURRENT 660 → PROJECTED 750 (+10% growth + 24 extra)
+90
Italy (New Country Expansion)CURRENT 0 → PROJECTED 50 (Total staff: 750 + 50 = 800)
+50
APPLICATIONS1.560Jan – Nov 2026 (12 mo)
HIRES (12 MO)141Matches exec. summary
CONVERSION9.0%App → Hire
BIGGEST DROPInterview%50,7 drop-off
AVG TIME TO HIRE34 daysTarget time: 28 days
Candidate Funnel · Jan–Nov 2026 (12-Month Total)1.560 → 141
1. Application1.560 (%100)
2. Screening1.030 (-530 · %34,0)
3. Interview508 (-522 · %50,7)
4. Technical Assessment328 (-180 · %35,4)
5. Offer210 (-118 · %36,0)
6. Hired141 (%67,1 kabul)
Stage-by-Stage Loss Reasons (Jan–Nov 2026)Candidate count
| Stage | Reason | Count |
|---|---|---|
| Application | Missing Docs / Qualification Mismatch | 530 |
| Interview | Experience / Culture Fit (312) · Salary Expect. (210) | 522 |
| Tech Assessment | Below Threshold (114) · Candidate Withdrew (66) | 180 |
| Offer | Counter-Offer Received (44) · Benefits / Location (25) | 69 |
Department Hiring Breakdown (Total: 141 Hires)Application → Hire
Retail & Stores (640 apps)58 hires (9.1%)
Production & Quality (510 apps)49 hires (9.6%)
Digital, Visual M. & R&D (410)34 hires (8.3%)
TARGET NORM (2026)710Annual norm plan
ACTUAL STAFF66093.0% fill · Nov 2026
NET VARIANCE (OPEN NORM)-50Total open positions
EXTRA COST IMPACT₺1,8MOvertime & extra staffing
Department Norm vs Actual (Total: 660 / 710)Actual / Target Norm
Monthly Fill & Extra Cost TrendFeb – Nov 2026
Extra Headcount Requests Summary (Jan–Nov 2026)
CRITICAL ROLES38Across 660 staff
NO SUCCESSOR0All roles covered
HIGH KNOWLEDGE RISK20Critical: 11 · High: 9
AVG READINESS%72,6Successor pool ready
Knowledge Risk Distribution38 Critical Roles
Critical: 11 · High: 9 · Medium: 14 · Low: 4
Succession Map · Critical Roles Ranked by Knowledge Risk
- EDEda Duran (Retail Operations Mgr · Band E · 4.8 yrs) — %99 risk · 3 successors: Volkan Celik (64%), Kaan Demir (63%), Berk Kurt (60%)
- FKFurkan Kaya (Digital & E-comm Team Lead · Band D · 4.6 yrs) — %98 risk · 3 successors: Serkan Tunc (72%), Naz Dogan (67%), Serkan Basaran (59%)
- ODÖzge Duran (Production Manager · Band E · 5.9 yrs) — %93 risk · 3 successors: Ayse Kilic (79%), Busra Duran (75%), Ibrahim Basaran (72%)
Internal Mobility & Open Role Fit Summary (50 Open Norm Positions)
Representative data · Scenario Simulator (2027 Growth Plan), Candidate Funnel, Norm Staffing and Succession tabs use the same 660-employee baseline dataset.
Highlighted capabilities
Everything you need for HR analytics
Every layer of HR analytics on a single platform — from the executive summary to predictions, scenarios and report design.
- Executive summaryHeadcount, hires, leavers, turnover, headcount trend and demographic distributions on one screen compared with the previous year; branch performance summary for retail and finance.
- 7 prediction areas and analysis summaryTurnover, burnout, headcount, hiring, leave, overtime/absenteeism and cost forecasts are computed with 95% confidence intervals and explained in HR language.
- Scenario SimulatorTwelve-month headcount, hiring need and cost impact are computed instantly from growth, budget, attrition and new-location assumptions.
- Strategy and headcount fitHeadcount and skill readiness are measured separately for every strategic goal; whether the problem is numbers or skills becomes visible.
- Recommended actionsFindings from all reports are presented in one prioritised list, with their concrete suggestions alongside.
- Flexible reports and dashboardsBuild indicators, tables and charts without code — from ready templates or from scratch; export to PDF and Excel. Source data is never modified.
- Headcount planning and norm staffingTarget norm vs actual headcount, net deviation and extra cost by department and month; monthly hiring plan and budget comparison for extra headcount requests.
- Organisational healthSpan of control, manager ratio and band structure compared against ideal ranges; departments scored for health.
- Internal mobility and competency mapInternal candidates ranked by fit ratio for open roles; the supply-demand balance of skills.
- Recruitment analyticsCandidate funnel, loss reasons, source efficiency and cost per hire.
- Burnout and engagementEngagement, absenteeism, work-life balance, performance and overtime in a single risk score; survey results in the same place.
- Succession and knowledge riskSuccessor candidates and readiness percentages for critical roles; the knowledge loss if someone leaves is visible in advance.
Security and technical platform
Everyone sees only what they should.
Access is defined in four layers and rules are enforced directly at the data layer — the same rules apply inside your own BI tool; a copied report can't bypass permissions.
✓ Cloud — data in Türkiye✓ On-Premise✓ ISO 27001 processes
- Report access is defined per role
- Data scope: an HR business partner sees their own units, a location manager their own location
- Field masking: salary and identity details are hidden; unauthorised users see only aggregate values
- Report design, publishing and data upload are separate permissions
- All access is logged and auditable
- KVKK and GDPR: personal data inventory, masking and access logs are part of the product
- ISO 27001-certified processes, regular penetration tests and source-code security scanning
- In the cloud, data is held in Türkiye; on-premise it never leaves your organisation
- Transfers run at night; only changed data is updated during the day
- Missing, inconsistent and duplicate records are reported during transfer
- Every period's data is retained; custom indicators, fields and thresholds can be added
- Power BI, Tableau, Qlik and MicroStrategy connect to the same data source
FAQ
Frequently asked questions
What is Plenalitik?
Plena's HR analytics platform. It brings HR data from different sources together in one place; helping you understand what happened, predict what will happen and turn findings into action.
Is it only for Plena customers?
No. Plenalitik reads data not only from Plena modules but also from SAP, Oracle, Excel and other HR systems.
How is our data transferred?
Your systems connect through scheduled transfers. You can also start with the ready-made Excel template without waiting for integration.
Will it slow down our source systems?
No. Plenalitik works with read-only access and transfers run at night.
Do we set the thresholds and rules ourselves?
Yes. All rules — turnover thresholds, control ranges and weights — are configured to your organisation's structure.
Can we see how figures are calculated?
Yes. Every figure has an open calculation behind it, and the computation of any number can be shown on demand.
Is daily use difficult?
No. The system scans all reports for you and surfaces prioritised findings together with their suggestions.
Does it work with our BI tool?
Yes. Power BI, Tableau, Qlik and MicroStrategy connect to the same data source; figures don't change from tool to tool.
Can everyone see every report?
No. Four-layer authorisation ensures everyone sees only their own scope; sensitive information is hidden.
Where is our data stored?
With on-premise deployment it never leaves your organisation; with cloud deployment it is held in Türkiye. Compliant with KVKK and GDPR requirements.
Understand your HR dataTurn your HR data into action
Evaluate HR analytics with 250+ ready indicators, 7 prediction areas and prioritised action recommendations — with a demo tailored to your organisation.