An employee engagement survey that does more than give you a score. We measure six areas of employee experience, find the patterns in your data, predict who might leave, and give you clear action plans. Built on 18 years of HumanCap consulting experience.
Pulsara is HumanCap's own engagement survey. We built it from 18 years of work with GLCs, government agencies, MNCs and SMEs. Every report gives you the numbers and the story behind them. The same quality of thinking you get from our consulting team.
You get six areas of employee experience. Twenty-three questions. Pattern detection. A score that predicts who might leave. Demographic breakdowns. And a ranked list of actions. All in one report.
Each area has a set of questions, scored from 1 to 5. Together, they show you where your organisation is strong, and where problems are starting.
Do people know what is expected of them? Do they see how their work helps the company? Do they have what they need to do the job?
Can people learn new things at work? Do they know what to improve? Can they see a future here? Are they getting useful feedback?
Is the company clear about how people are promoted and paid? Do people feel their work is valued? Are HR rules applied the same way for everyone?
Do people trust senior leaders? Is the direction clear? Do supervisors support their team? Can people make decisions in their own work?
Do people feel they belong here? Is it safe to speak up? Do teams work well together? Do the company's values match how things really happen?
Is the workload manageable? Would people recommend the company to others? Do they plan to stay for the next year?
Seven sections. We start with your overall score, then go deeper. We end with actions your team can take. One report your leadership can read and act on.
Each report has a clear flow. It starts with your overall engagement score. Then it breaks down the six areas. Then it shows you the patterns in your data. Then it gives you a risk score. Then it tells you what to do.
Nothing in the report is there just to look nice. Every chart and every paragraph is there because it changes what you should do next.
Delivered as PDF · Ready for your leadership teamEngagement is not a one-time thing. You run Pulsara in waves. Each wave builds on the last, so you can see if your actions are working.
We work with your HR team to plan the survey and tell your people about it.
We send the survey to all your people. It is private. Reminders go out on their own.
We find the patterns, calculate the risk score, break the results down by group, and write up what it all means.
You get a ranked list of actions, a briefing for leaders, and a starting point for the next wave.
Pulsara looks for low scores that appear together. When they do, they usually point to a specific problem. Each problem is rated Critical, High, or Watch, so you know what to fix first.
People do not trust how rewards, pay, and HR rules are handled. If you do not fix this, trust in the whole company drops. People stop caring, even in areas that have nothing to do with pay.
Your best people feel unfairly treated, even if growth and recognition scores look okay. The risk is that your top talent leaves quietly. They have the most options, so they move first.
People get feedback but they cannot see where their career is going. This is often an early sign that mid-career staff are losing interest.
Workload is getting harder. People are less likely to recommend the company. But the overall score still looks okay. This usually shows up before people start leaving.
Most HR dashboards tell you who has already left. The Attrition Risk Index tells you who is likely to leave next. It uses signals that usually appear six to twelve months before someone resigns.
ARI is a score from 0 to 100. It is built from the areas that research shows best predict why people leave: pay fairness, leadership quality, growth, belonging, and how long they plan to stay.
The report shows you how many of your people sit in each risk band: Low, Moderate, High, or Critical. It also shows which areas are pushing the score up. You get a map of where the pressure is building, before resignation letters start arriving.
Here is a real example from a Pulsara report. Client names are removed. It shows how a score, the questions behind it, and a pattern come together into one clear finding.
The score. Reward & Fairness scored 3.40 out of 5. It was the lowest score in the survey. On its own, it looks like a small worry.
Going deeper. Two questions, one about how clear the reward criteria are and one about pay fairness, both scored 3.09. 27% of people disagreed with these questions. That means more than one in four employees do not feel rewards are fair.
The pattern. Pulsara found two patterns at the same time: "Talent Drain" and "Fairness Problem". The same questions triggered both. This is not a small problem. It is a company-wide fairness issue.
What to do. Benchmark your pay. Make your career path clear to everyone. Review how reward decisions are made. Do this before the next performance cycle. If you wait, your best people will start to leave.
INSAN Pulsara is not a software product looking for consultants. It is a consulting tool, built by people who have spent 18 years working with GLCs and government boards.
HumanCap is a Qualified Education Provider™ for the Association of Change Management Professionals. The same high standards go into our survey work.
Registered with Malaysia's Ministry of Finance. We can work with government and GLC clients.
We never show who answered what. Reports go only to the client. If a group has fewer than 5 people, we hide the data so no one can be identified.
We will show you a real report, talk about the groups you want to track, and plan a first survey for your team.