Seven HR tools.
One view of your people. Aligned to the plan.
Keep the HR software that works. Connect it so people data agrees, work moves between tools without re-keying, and every people measure ties back to the goals in your strategic plan.
Every HR tool does its job. None of them see the whole person.
| Tool category | What it holds | What goes wrong between tools |
|---|---|---|
| HR system | Employee records, roles, reporting lines | Other tools hold different versions of the same person |
| Recruitment | Candidates, offers | Offer accepted; onboarding starts by email |
| Onboarding | Joiner tasks | IT, facilities and payroll tasks sit outside it |
| Performance | Reviews, ratings, feedback | Not linked to the goals people were set |
| Goals and OKRs | Objectives, key results | Not linked to the strategic plan or to performance |
| Learning | Courses, completions | Training not linked to the skills the plan needs |
| Engagement surveys | Scores, comments | Results not linked to teams, goals or actions |
| Payroll and time | Pay, attendance, leave | Changes keyed twice; errors found at month end |
Each tool reports on itself. Nobody can answer the questions that matter: are the right people working on the right goals, and is it moving the plan?
One view of your people, tied to the strategic plan
| You can see | So you can decide |
|---|---|
| Each strategic goal, the teams and OKRs behind it, and their progress | Where the plan lacks people, or people lack a link to the plan |
| Performance and goals together, by team | Whether reviews reflect the goals people were actually set |
| Skills needed by the plan against learning completed | Where to invest in training, and where to hire |
| Survey results by team, next to goals and workload | Which teams need support before results slip |
| Joiners ready, requests answered, leavers' access removed | Where the employee experience breaks between tools |
| One record per person, with conflicts between tools flagged | Which source to fix, instead of reconciling again |
Connect, match, run, align
Anubavam connects the HR tools a CHRO already runs, such as the HR system, recruitment, performance, OKR, learning, survey and payroll tools, into one trusted view of your people. Records are matched across tools, work moves between them as tracked processes, and people measures are tied to the goals in your strategic plan.
Connect the tools you have, in stages: controlled exports first, then read access, then two-way where approved. See Integration.
Match people records across tools into one trusted record, with conflicts sent to a named owner. See Data Management.
Run the work that crosses tools, such as offer to onboarding or leaver to access removal, as tracked processes. See HR.
Align goals, OKRs, performance, learning and survey results to the strategic plan in one view.
Illustrative
More insight, with people data protected
- Keep the tools that work.Nothing is replaced unless you decide it should be.
- AI never decides about people.It can summarise survey comments or flag a joiner task at risk. It does not make or recommend decisions about pay, promotion, performance ratings or hiring.
- Access by role.Managers see their own teams; sensitive fields such as salary are hidden from roles that do not need them.
- Privacy certified.ISO/IEC 27701:2019 privacy management and ISO/IEC 27001:2022, certified by DNV. See Trust.
Creatrix Connect, our integration layer, already links hundreds of products for clients. Universities run staff and faculty processes on the same platform through Creatrix Campus, our higher education edition.
Start with two or three tools and one question
Pick the question you cannot answer today, for example “Are our goals linked to how people are reviewed?” We connect the two or three tools that hold the answer, match the records, and show you the view. Then decide what to connect next.
Questions from CHROs.
No. They stay. Anubavam connects them, matches the records and runs the work between them.
Most HR tools offer exports or interfaces. We confirm each of yours during the process assessment and connect in stages, starting with exports.
Yes. Goals, OKRs, reviews, learning and survey results are brought into one view and linked to the goals in your plan.
No. AI never makes or recommends decisions about pay, promotion, performance ratings or hiring.
The HR page covers day-to-day processes such as joiners and leavers. This page covers connecting your HR tools and aligning people data to the strategic plan.
With one question you cannot answer today and the two or three tools that hold the data for it.