Fragmented workforce data
Workforce, recruiting, talent, absence, time, payroll and historical data may sit across multiple sources, limiting a complete view.
Workday HCM Data & Analytics
Workforce insight built on trusted Workday data.
Trinayana architects and delivers Workday reporting, dashboards, Discovery Boards and Prism-powered workforce analytics. We connect business questions, reporting logic, data sources, security and validation so HR and business leaders can make decisions with confidence.
- Workforce
Questions - Workday +
External Data - Reports, Dashboards
& Discovery Boards - Trusted Workforce
Insight
The analytics challenge
Reporting exists. Trusted workforce insight may not.
Many organizations have extensive Workday reporting but still struggle to answer important workforce questions consistently. Data may be distributed across Workday and external systems, metrics may rely on different definitions, and complex calculated-field or security logic may make reports difficult to maintain.
Inconsistent business meaning
Headcount, turnover, movement and hiring measures can produce conflicting results when definitions and reporting logic are not governed.
Reporting that does not scale
Individual reports may solve immediate requests but create long-term complexity when data sources, calculated fields, security and reuse are not designed together.
HCM reporting & analytics capability
From business question to validated workforce insight.
Trinayana combines senior architecture and hands-on Workday delivery to design analytics that are practical, secure and usable—not simply technically complete.
Reporting & Dashboards
Advanced, matrix and composite reports, calculated fields, KPI worklets and custom dashboards designed around business outcomes. Delivery includes data-source selection, report logic, security, stakeholder review and validation.
Advanced reports · Matrix reports · Composite reports · Calculated fields · Worklets · Custom dashboards
Workforce Analytics
Headcount, hiring, turnover, workforce movement, talent, performance, absence and time insights delivered through the appropriate combination of reports, dashboards, Discovery Boards and Prism.
Headcount · Recruiting · Talent · Performance · Absence · Time · Turnover · Movement
HCM Data Foundation
Assessment and blending of Workday, external and historical data to create governed analytics foundations. Includes data transformation, reusable definitions, validation, UAT support and business-facing insight delivery.
Prism datasets · External data · Historical data · Governance · Security · Validation
Representative outcomes
Practical analytics for real workforce decisions.
Executive workforce dashboards
Bring headcount, movement, hiring, retention and workforce trends into focused views designed for leadership review.
Recruiting and hiring analytics
Analyze pipeline movement, hiring activity, time-based trends and recruiting outcomes using governed definitions.
Talent and performance insight
Provide structured visibility into talent, performance, review status and workforce-development measures.
Absence and time analytics
Surface absence patterns, operational trends and workforce availability through relevant reports and dashboards.
Turnover and workforce movement
Track joiners, leavers, transfers and internal movement using clear population logic and reusable measures.
Cross-system HCM analytics
Blend Workday with external, historical, payroll, finance or operational data when native reporting alone cannot answer the business question.
How the work is approached
Reporting is only one part of the solution.
Reliable workforce analytics depend on more than report configuration. Trinayana connects business requirements, Workday data architecture, security, presentation and validation through one senior-led delivery approach.
- 01Business question
Define the audience, decision and expected meaning.
- 02Data and reporting architecture
Select appropriate data sources, business objects and solution patterns.
- 03Build and visualization
Configure reports, calculated fields, dashboards, Discovery Boards or Prism datasets.
- 04Security and validation
Confirm access, definitions, calculations and expected results.
- 05Business adoption
Support stakeholder review, UAT and clear interpretation of the insight.
Why Trinayana
Senior ownership across reporting, data and delivery.
HCM analytics requirements often cross configuration, reporting, security, Prism, integrations and business validation. Trinayana provides senior architecture ownership across those boundaries, reducing fragmented handoffs and helping teams reach an accurate, maintainable result faster.
Architecture with hands-on depth
Senior design and advisory are supported by direct Workday reporting, dashboard, Discovery Board and Prism delivery capability.
HCM and enterprise-data perspective
Workforce requirements are considered alongside external data, integrations, governance and broader enterprise reporting needs.
Designed for sustained use
Reusable logic, controlled definitions, appropriate security and validation are built into delivery rather than added afterward.
Focused ways to engage
Start with one defined HCM analytics priority.
Reporting QuickStart
Deliver up to five focused reports or work through a clearly defined reporting backlog.
Dashboard & Discovery Board Sprint
Design and deliver executive worklets, KPI reporting, Discovery Boards or custom dashboards around a defined use case.
HCM Analytics Diagnostic
Review reporting architecture, definitions, calculated fields, security, data gaps and stakeholder needs, then provide a prioritized delivery roadmap.
Have a workforce question your current reporting cannot answer?
Let’s define the data, reporting and analytics architecture required to answer it reliably.
Discuss Your HCM Analytics Priority