Three new tools helping Aktham’s clients take care of their people

Over the past few months, the Data Products team has rolled out three AI-assisted tools that support - never replace - the judgment of HR and the managers. This handout explains what each one does, in plain terms, and what it means for Aktham's clients.

Retention Insights

Spotting flight risk early, so a good conversation happens before a resignation letter does.

Aktham already holds the everyday HR records used to run the company — tenure, role, pay band, performance reviews, attendance. This tool studies the patterns among people who have left before, and quietly flags anyone who looks similar to that pattern today, tagged as Low, Medium, or High risk.

• Retention conversations can start months earlier — not after a resignation letter is already on the desk.
• A flag comes with the top plain-language reasons behind it (e.g. "no promotion in two years"), so a check-in can be specific instead of generic.
• It gives HR and managers a starting point for a conversation, never a verdict to act on alone.

What stays the same

No new information is collected about you. A "High risk" flag is a private prompt for HR it is never shared company-wide, and it never triggers a decision by itself.

Workload & Wellbeing Check

A monthly wellbeing score built from work patterns, not opinions.

Each month, the system looks at things already tracked for example (hours worked, overtime, absences, how long it's been since a proper break, and recent performance trends) and turns them into one score, from Steady to Critical, for each person.

• Catches a build-up of overwork or missed breaks before it turns into burnout, a resignation, or a health issue.
• One bad week doesn't spike the score — it's smoothed over time — and one serious issue is never averaged away and hidden among the rest.
• Every score comes with its top three drivers and a trend: Improving, Stable, or Worsening.

What stays the same

The score is a coaching signal for a conversation, never a performance rating.

Ask Aktham

Ask HR questions in plain English or Arabic — get an instant, personal answer.

An in-house chat assistant that answers everyday questions right away — "How many leave days do I have left?", "What's my team's headcount?", "What's the notice period if I resign?" — either by looking up your live number or by quoting the exact page of the HR Policy Manual it came from. Any data question can also be turned into a downloadable PDF report with a chart.

• No more waiting on an email reply for a routine question — available any time, in English or Arabic.
• Policy answers point to the exact page they came from, so you can double-check them yourself.
• A fast, no-frills mode covers common questions instantly, alongside the fuller conversational assistant for anything more open-ended.

What stays the same

You only ever see your own information. A manager only sees their own team. Company-wide numbers stay visible to leadership only — enforced automatically on every question, no matter how it's phrased.

GOOD TO KNOW

Common questions

Do these tools make decisions on their own?

No. Every flag, score, and answer is a starting point for a human conversation. Hiring, pay, and any employment decisions are made by people never by a model.

Where does the information come from?

All three tools read information HR already collects for its normal day-to-day work. Attendance, leave, performance, payroll. No new personal data or monitoring was introduced to build any of them.