Teenva AI & Digital Ventures builds employee analytics AI for CHRO teams, people analytics, HRBPs, and workforce planning leaders from Bangalore, India. Teenva turns HRIS, attendance, pulse surveys, and performance cycle data into attrition risk scores, engagement trends, and headcount forecasts—with explainable drivers and aggregated dashboards—so HR acts on retention and capacity before resignations spike.
Flight risk, engagement signals, and planning forecasts—from your HRIS—not generic HR ChatGPT. Spreadsheet attrition post-mortems fail in fast-growing IT and services firms.
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Employee analytics AI—attrition models, engagement analytics, and workforce planning dashboards.
What we model & report
| Output | Question answered | Typical consumer |
|---|---|---|
| Attrition risk score | Likelihood of voluntary exit in 90/180 days | HRBP, manager (scoped policy) |
| Flight risk tier | Green / amber / red cohort | Retention programs |
| Engagement index (scoped) | Pulse + survey trend composite | Leadership review |
| Absenteeism pattern (scoped) | Unusual leave spikes vs team baseline | HR ops |
| Headcount forecast (scoped) | Hiring need by dept/location/month | Workforce planning |
| Bench utilization (scoped) | IT services on-bench vs project demand | Staffing desk |
| Diversity metrics (scoped) | Aggregated representation trends | DEI reporting—no individual inference |
| Driver explanation | Top factors: tenure, comp band, manager change | Manager 1:1 prep (policy-controlled) |
Analytics use structured ML on HR data—not LLM chat scoring individuals.
Integrated with Zoho People or your custom HR platform. Paired with HR helpdesk. Parallel to customer churn prediction. Hub: AI solutions.
Signals in models
| Signal category | Examples |
|---|---|
| Tenure & role | Time in role, promotion velocity, level changes |
| Comp & rewards (scoped) | Band position, last increment lag vs policy |
| Attendance & leave | Unplanned leave frequency, leave balance trends |
| Performance cycle (scoped) | Rating trends—used per your fairness policy |
| Manager change | Recent reporting line change |
| Engagement pulse | eNPS, quarterly pulse scores |
| Internal mobility (scoped) | Applied internal roles, transfer history |
| Project data (scoped) | Bench duration, utilization % for services firms |
| Outcome label | Voluntary resignation, regrettable vs non-regrettable (your definition) |
Protected attributes (gender, religion, age, etc.) are excluded from model features by default.
Responsible use & governance
| Principle | Implementation |
|---|---|
| HR owns decisions | Scores inform programs—not automated termination |
| Manager visibility (scoped) | Role-based access; some firms HR-only |
| No surveillance framing | Focus retention support, not punishment |
| Aggregated DEI | Team/company metrics; no individual protected-class scoring |
| Audit & version | Model registry, feature list, override log |
| Bias review | Segment outcome rates by dept/location; document rubric |
| Data minimization | Only fields required for model; encryption at rest |
| Regional law (scoped) | Align with your counsel on employee monitoring |
Teenva supplies analytics infrastructure; your HR leadership sets policy on who sees scores and how.
Features we implement
Analytics warehouse
HRIS + attendance + survey ETLAttrition model API
Employee-level score + drivers (access-controlled)HRBP dashboard
Cohort filters: location, band, practiceExecutive summary
Monthly attrition forecast vs actualHeadcount planner (scoped)
Scenario: hires, attrition, contractorsAlert rules
Amber cohort size crosses threshold → notify HRIntegration
Zoho People, SAP SF, Workday export (scoped)Export
CSV for board decks; no public employee ranking pagesChampion/challenger
Shadow new model before productionEmbed in HRIS product (scoped)
SaaS people analytics module
Integration via Zoho People. Embed in SaaS people analytics module.
Architecture
HRIS, attendance, LMS, pulse survey, project timesheet (scoped)
ETL + anonymized feature store (role-based access)
ML models → attrition risk, forecasts, engagement index
Policy layer (who can see individual scores)
Dashboards + optional webhook to HRBP workflows
Resignation outcomes → model monitoring & retrain
Use cases
| Organization | Analytics focus |
|---|---|
| IT / ITES (India) | Bench utilization + regrettable attrition on key skills |
| BPO / contact center (scoped) | Absenteeism + pulse for site managers |
| SaaS scale-up | Engineer attrition after comp cycle |
| Manufacturing (scoped) | Shift workforce stability by plant |
| Multi-entity group | Roll-up dashboards per legal entity |
| HRIS vendor (scoped) | People analytics feature in product |
Integrations
| System | Role |
|---|---|
| Zoho People | Employee master, leave, attendance |
| Workday / SAP SuccessFactors (scoped) | HRIS export or API |
| Survey tools (scoped) | Culture Amp, Officevibe, Google Forms pulse |
| Project / PSA (scoped) | Utilization for services firms |
| Workflow automation | Retention task when risk tier changes |
| Data warehouse (scoped) | Snowflake/BigQuery people mart |
People analytics must be explainable and policy-bound. We show why risk elevated—and leave stay/interview decisions to HR, not the algorithm alone.
Employee analytics vs sibling HR AI
| Product | Focus |
|---|---|
| Employee analytics AI (this page) | Workforce metrics and attrition forecasting |
| HR helpdesk chatbot | Employee FAQ and policy Q&A |
| AI recruitment screening | Pre-hire candidate ranking |
| Customer churn prediction | Customer renewal risk |
Distinct from recruitment screening.
Why Teenva AI
ML + dashboards
Not a helpdesk chatbot repackaged as analyticsIndia workforce context
Bench, multi-location, high growth hiring cyclesEthics-by-design
Feature exclusions, access control, HR policy firstStack integration
Zoho and custom HR buildsRetention loop
Insights → programs via workflow automation
Stack via Zoho. Retention loop via workflow automation.
Our delivery process
Discovery
HRIS sources, attrition definition, governance policy
Data audit
Field quality, history length, regrettable labels
Feature design
Exclusions, aggregations, manager-change flags
Baseline model
Beat simple tenure-only heuristic on holdout
HRBP pilot
One business unit; validate driver narratives
Access rollout
RBAC for HR vs managers (scoped)
Dashboards
Executive + operational views
Forecast module (scoped)
Headcount planner second phase
Monitor
Calibration, segment fairness, quarterly retrain
Frequently asked questions
No—attrition risk to support retention, not automated performance termination.
Your policy—we implement HR-only or manager-scoped RBAC (scoped).
Rough guide: 100+ voluntary exits in 2–3 years for stable models; smaller orgs use simpler rules + pulse.
Only if your HR/legal approves; often excluded or lagged to reduce bias concerns.
- Yes via Zoho integration and exports (scoped).
- Parallel methodology—different data (employees vs accounts) and playbooks. See customer churn.
No—only aggregated diversity reporting (scoped).
- Separate products—analytics informs programs; bot answers employee FAQ via HR helpdesk.
- People analytics module via custom software (scoped).
10–14 weeks attrition MVP; headcount forecast often phase 2 (+4–6 weeks).
Build your employee analytics platform
Attrition risk scores, engagement signals, headcount forecasts, and HR dashboards from HRIS data.
Build your AI solution with us
Ready to take your business to the next level?