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Free HR Health Check
Mandatory company details, 12 operating controls, readiness score, gaps, recommended actions and email-ready output.
Open Health Check
PeopleNest HR helps startups, SMEs and growing organisations strengthen employee records, payroll controls, compliance, performance, organisation design and management reporting.
Your HR is functioning, but growing headcount may expose gaps in documentation, payroll control, manager capacity, vacancies and exits.
Visitors can start with a quick check, create simple business reports or run a deeper HR X-Ray before choosing consulting support.
Mandatory company details, 12 operating controls, readiness score, gaps, recommended actions and email-ready output.
Open Health CheckPeople cost, productivity, attrition, hiring, vacancy, structure, attendance, HR capacity, payroll accuracy and monthly pulse.
Open Easy ReportsHR X-Ray, hidden cost, attrition simulator, organisation design, compliance scanner and 90-day plan.
Open Intelligence LabA leadership-ready view connecting employee cost, productivity, attrition, vacancy, manager load and control risks.
View Report StructureHR foundation, policies, payroll, compliance, performance, organisation design, MIS and outsourced HR support.
Explore ServicesDiagnostic, project-based, monthly operations and complete HR partner support for different stages of growth.
View PlansWe convert day-to-day HR data into clear controls, useful reports and action that management can review.
Employee files, letters, policies, joining, induction, confirmation and exit controls.
Monthly inputs, maker-checker, employee-cost analysis and error prevention.
Statutory calendar, POSH, grievances, registers, evidence and risk-focused plans.
KRAs, reviews, PIP, manager support, succession and workforce planning.
Manager span, role clarity, layers, critical-role dependency and team capacity.
Headcount, cost, productivity, attrition, hiring, vacancy and monthly people pulse.
The reports translate workforce numbers into cost, capacity, risk and management actions—not only formulas.
Only important company details are mandatory. Sensitive employee records are not required for the first assessment.
All mandatory details remain intact. The same company profile is used across the HR Health Check, 10 Easy Reports and HR Intelligence Lab.
Complete the mandatory company profile and answer 12 practical controls. Your score, priority gaps and next actions appear instantly.
Built for founders, directors, finance, operations and HR leaders. Each report explains the business meaning and can be printed or emailed.
Connect employee cost, revenue productivity, operating profit and attrition in one leadership view.
Understand the fixed, variable, benefits and employer-cost mix.
See whether open roles, ageing and offer non-joining are creating delivery pressure.
Measure annual attrition, regrettable exits and estimated replacement cost.
Check manager span, critical-role backup and possible responsibility overlap.
Translate unplanned absence into capacity and cost impact.
Compare headcount growth with revenue per employee movement.
Review employees per HR team member and monthly service load.
Measure payroll error rate, correction cost and off-cycle impact.
Create a one-page signal from joiners, exits, absence, payroll issues, vacancies and grievances.
Run the complete HR X-Ray, estimate hidden HR cost, simulate attrition savings, review organisation design, scan compliance readiness and create a 90-day plan.
Connect workforce cost, productivity, attrition, vacancy, manager capacity and control risks with clear decisions and named actions.
This title works for founders, directors, management committees, finance, HR and board discussions after data validation.
Employee cost as a share of revenue, cost trend and fixed-variable mix.
Revenue and operating profit per employee, compared over time.
Total, regrettable and early-tenure exits with replacement-cost impact.
Open roles, ageing, hiring time, offer conversion and capacity pressure.
Span, layers, critical-role dependency and succession readiness.
Payroll exceptions, statutory gaps, grievances and overdue actions.
| Management question | Recommended indicator | Decision focus |
|---|---|---|
| Is employee cost supporting growth? | People cost %, revenue per employee, profit per employee | Affordability, role mix and productivity |
| Where is capacity being lost? | Vacancy ageing, absence, manager span | Hiring priority and workload |
| Which exits matter most? | Regrettable, critical-role and early-tenure attrition | Manager action and retention |
| What could create compliance or employee risk? | Payroll errors, statutory gaps, grievances, POSH and FNF | Owner, deadline and evidence |
Choose a focused project, monthly support or a complete HR partnership. Scope is designed around the organisation’s size, stage, risk and internal capacity.
Current-state review of records, policies, payroll, compliance, performance, employee relations and exits.
Employee master, personnel files, letters, joining, induction, probation, confirmation and exit checklists.
Core policies, SOPs, forms, approval matrices, employee communication and acknowledgement controls.
Payroll inputs, attendance, leave, maker-checker, variance analysis, employee cost and exception tracking.
Applicability, statutory calendar, registers, POSH, grievances, contractor controls and evidence review.
KRA/KPI, appraisal calendar, calibration, PIP, manager accountability and review communication.
Role clarity, reporting structure, manager span, layers, critical roles, succession and workforce planning.
Headcount, cost, productivity, attrition, hiring, vacancy, attendance, payroll and management reporting.
Ongoing HR operations, employee queries, reporting, review meetings and implementation support.
Resignation, notice, handover, assets, recovery, FNF inputs, documentation and closure tracking.
Manager guidance, employee communication, grievance handling, difficult conversations and HR process training.
HRMS implementation, policy revision, cost studies, due diligence, restructuring and project-based support.
Start with the HR Health Check or a focused diagnostic discussion.
Plans can be diagnostic, project-based or ongoing. Final scope and commercial terms depend on employee strength, locations, complexity and current HR capacity.
For organisations that need clarity on gaps and priorities.
For organisations establishing or repairing core HR processes.
For growing teams that need reliable HR capacity without a large internal team.
Management & Board Workforce Review, HR analytics dashboard, organisation design, performance framework, compliance readiness, payroll control review, policy drafting, HRMS support and exit-process improvement.
| Requirement | Best starting option | Typical output |
|---|---|---|
| Unknown HR gaps | HR Health Review | Risk summary and 90-day plan |
| Missing documents and processes | HR Foundation Build | Policies, letters, SOPs and trackers |
| Recurring HR workload | Monthly HR Partner | Operations, reporting and review support |
| Leadership needs better people data | Management & Board Workforce Review | Monthly dashboard, interpretation and actions |
We help management teams move from scattered HR activity to clear controls, useful reporting and accountable implementation.
Growing organisations often have employee data, policies and payroll processes, but management still cannot clearly see what is working, what is at risk and what needs action.
PeopleNest brings these pieces together. We translate HR requirements into simple management information, practical documents, clear ownership and realistic implementation plans.
Simple metrics and current-state facts.
People, cost, capacity, compliance and business impact.
Priority, owner, timeline and review mechanism.
Reports connect people issues with cost, capacity, risk and business priorities.
Recommendations fit the organisation’s size, structure, stage and operating reality.
Documents, trackers, communication, ownership and review are built into the work.
Access, communication and employee information are handled on a need-to-know basis.
We explain the management meaning, not only the policy or formula.
Foundation first; then managers, performance, analytics and employee experience.
Use a free assessment, a quick report, the deeper intelligence lab or a service guide.
12 operating controls, instant readiness score, gaps and recommended actions.
Open CheckCost, productivity, attrition, hiring, vacancy, structure, attendance and workforce pulse.
Open ReportsHR X-Ray, hidden cost, attrition simulation, organisation design and 90-day planning.
Open LabUnderstand the recommended leadership report structure and decision questions.
View GuideSee the scope of an evidence-based HR and compliance review.
View Audit ScopeUnderstand report limits, work-email verification, privacy, email delivery and consulting scope.
Read FAQsA formal review goes beyond a questionnaire by checking documents, evidence, ownership, consistency and legal applicability.
Master data, personnel files, letters, acknowledgements and data completeness.
Inputs, approvals, variance, leave, deductions, benefits and exception controls.
Applicability, registrations, returns, challans, registers, notices and evidence.
Policies, POSH, grievances, discipline, communication and case documentation.
Goals, reviews, PIP, manager accountability, calibration and documentation.
Background checks, induction, probation, resignation, notice, assets and FNF.
The free tool indicates where to look. The audit confirms what is actually in place.
No. They are indicative management reports based on the numbers entered. A formal audit requires document, evidence, applicability and sample testing.
The tools are intended for genuine organisations and authorised business users. Personal email domains are blocked to reduce anonymous or low-quality use.
The Health Check, Easy Reports and Intelligence Lab share five complimentary report generations for the saved company profile in the browser. The full plan provides recurring and expert-validated reports.
The website attempts direct delivery through the Hostinger PHP mail service. A copy is also sent to PeopleNest HR. If hosting email cannot confirm delivery, the site opens a prepared email as a fallback.
The title is broad, professional and suitable for leadership discussion. It can be used by founders, directors, management, finance and HR, while still being suitable for board-level discussion after data validation.
No. Do not submit Aadhaar, PAN, bank details, medical documents, passwords or employee-level personal files through the public forms.
Yes. Support includes documents, controls, trackers, communication, manager guidance, reporting and periodic review—not only advice.
No. Scope depends on employee strength, locations, internal HR capacity, complexity and current maturity. A clear proposal is shared after discussion.
Share the organisation’s basic details and current requirement. No contact number is displayed; email is the official route.
Email is the official contact route for enquiries and confidential discussions.
Email PeopleNest HRReport calculations run in the visitor’s browser. The saved company profile and complimentary-run count are stored locally in that browser to support the tools.
When a visitor chooses to email a report or sends an enquiry, the submitted company and contact information is sent to the hosting email handler for delivery to the visitor and PeopleNest HR.
Do not submit Aadhaar, PAN, bank details, passwords, medical records, salary sheets containing personal identifiers, or other sensitive employee documents through public forms.
Formal assignments should use an agreed secure method, defined access, minimum necessary information and appropriate confidentiality terms.
Browser outputs are not legal advice, statutory certification, payroll validation or a formal audit. Decisions should be based on verified data and professional review.