Human capital reporting has become critical for organisations seeking to understand, measure, and optimise their most valuable asset: their people. ISO 30414:2025 establishes a comprehensive framework for human capital metrics across 11 core areas, with 58 specific indicators that organisations should monitor and report. Yet many companies struggle to move beyond outdated annual surveys and spreadsheet-based tracking. This is where Solas OS changes the game. By analysing everyday workplace signals, this AI-driven talent operating system provides continuous, behavioural insights that make ISO 30414 compliance not just achievable, but strategically valuable.
1. Organisational Culture: From Surveys to Real-Time Sentiment
What ISO 30414 requires: Organisations must measure engagement indices, sentiment, psychological safety, and cultural alignment. These metrics typically look at how motivated employees are, whether they feel safe speaking up, and how well organisational values are embedded.
What Solas OS does: Rather than relying on annual engagement surveys that capture a single moment in time, Solas OS analyses communication patterns, collaboration dynamics, and interaction networks continuously. It detects sentiment shifts through language analysis, identifies psychological safety indicators by examining how openly people communicate, and maps cultural alignment through behavioural signals across the organisation.
Why this beats the traditional approach: Traditional surveys are expensive, time-consuming, and quickly become outdated. Respondents may answer differently on survey day than they actually feel. Solas OS provides real-time culture measurement that evolves as your organisation evolves. You can spot cultural drifts within weeks rather than waiting for annual results.
2. Productivity: Measuring Collaboration Effectiveness and Output
What ISO 30414 requires: Organisations should track collaboration effectiveness, output patterns, and how productively work gets completed across teams. This includes understanding whether teams are collaborating effectively and whether productivity is sustainable.
What Solas OS does: The system maps collaboration networks to identify bottlenecks, hidden connectors, and teams working in silos. It analyses work rhythms and patterns to understand how effectively people are collaborating, whether individuals are over-extended, and where communication breaks down. This reveals true productivity drivers beyond hours logged or tasks completed.
Why this beats the traditional approach: Traditional productivity metrics often focus on output measures that miss the bigger picture. How many emails sent? Hours logged? These don't reflect actual productivity. Solas OS examines collaboration quality and work flow patterns, showing you whether your organisation's structure enables or hinders productivity. You get early warning signs when productivity is becoming unsustainable.
3. Leadership Quality: Tracking Trust and Communication Effectiveness
What ISO 30414 requires: Organisations must measure leadership trust, communication effectiveness, management quality, and the strength of leadership across the organisation. This helps identify gaps in leadership capability and development needs.
What Solas OS does: The platform identifies leadership effectiveness by analysing how leaders communicate, their engagement patterns with teams, and how people interact with leadership. It detects trust signals through communication patterns and reciprocal engagement. It can identify emerging leaders and spot leadership communication gaps or concerning patterns that might not surface in traditional feedback mechanisms.
Why this beats the traditional approach: Standard 360-degree feedback comes annually and often becomes politicised. Solas OS provides continuous feedback based on actual behaviours and interactions. You can see which leaders are truly connected to their teams, who is isolated from their organisation, and where communication effectiveness needs work. This enables just-in-time development rather than waiting for annual reviews.
4. Skills and Capabilities: Competence Tracking Through Action
What ISO 30414 requires: Organisations need to measure competence development, skills deployment, and evidence of capability building. ISO 30414 asks you to demonstrate that people are developing and that capabilities are being effectively deployed across the organisation.
What Solas OS does: By analysing collaboration patterns and project involvement, Solas OS maps which skills are present in the organisation, where expertise clusters exist, and how effectively skills are deployed. It tracks how people develop by identifying when individuals take on new types of work, collaborate across unfamiliar domains, and grow their networks. This creates a living skills map rather than a static competency framework.
Why this beats the traditional approach: Traditional skills inventories become outdated within months and rarely reflect how people actually apply their capabilities. Managers guess at competence levels, and valuable hidden skills go unmapped. Solas OS creates dynamic skills visibility based on actual application. You can identify upskilling opportunities, find the right person for new challenges, and see where skill gaps are creating bottlenecks.
5. Workforce Availability: Predicting Engagement and Retention Risk
What ISO 30414 requires: Organisations must track engagement levels, retention risk, and workforce stability. These metrics help you understand whether your organisation can sustain its headcount and capability levels, and where turnover risks are highest.
What Solas OS does: The system identifies disengagement signals through communication patterns, collaboration shifts, and interaction changes. It spots individuals whose engagement is declining before they leave, identifies teams at risk of mass exodus, and reveals whether engagement challenges are driven by management, role fit, or broader organisational factors. This early warning system enables targeted retention interventions.
Why this beats the traditional approach: By the time someone tells you they're leaving, it's often too late. Exit interviews tell you why they left, not why they were about to. Solas OS detects engagement decline months before departure, allowing you to intervene. You can identify whether retention issues are widespread or isolated, and whether they reflect leadership problems, cultural issues, or role dissatisfaction.
6. Health, Safety and Wellbeing: Detecting Stress and Burnout Early
What ISO 30414 requires: Organisations must measure stress levels, burnout indicators, work-life balance, and overall wellbeing. This reflects growing recognition that unsustainable work patterns damage both people and organisational performance.
What Solas OS does: The platform detects stress and burnout indicators through communication patterns and work rhythms. It identifies individuals working unsustainable hours, teams under excessive pressure, and organisational patterns that drive burnout. It can spot when work-life balance is deteriorating across departments and flags whether wellbeing issues are caused by excessive workload, poor management, or toxic dynamics.
Why this beats the traditional approach: Annual wellbeing surveys and absence data come too late. Solas OS detects burnout signals in real-time. You can see which teams are under unsustainable pressure, whether it's driven by unrealistic timelines or dysfunctional processes, and intervene before people get sick. This is both more humane and more cost-effective than managing the consequences of burnout.
7. Diversity and Inclusion: Measuring Equitable Behaviours
What ISO 30414 requires: Organisations must track diversity metrics and inclusion behaviours. This goes beyond headcount diversity to include psychological safety for underrepresented groups, equitable voice in meetings, and fair representation in high-visibility work.
What Solas OS does: The system analyses communication patterns to identify whether underrepresented groups have equitable voice in discussions, collaborative opportunities, and project involvement. It detects exclusionary communication patterns and reveals whether certain groups are marginalised in collaboration networks. It tracks whether diverse talent is being developed and deployed fairly across the organisation.
Why this beats the traditional approach: Diversity numbers alone don't tell you whether your organisation is truly inclusive. People from underrepresented groups might feel excluded despite demographic diversity. Solas OS reveals behavioural inclusion. You can see whether women have equal voice in meetings, whether certain ethnic groups are concentrated in lower-status work, and whether psychological safety differs across demographic groups. This enables targeted inclusion interventions.
8. Recruitment and Turnover: Early Warning Systems and Retention Analytics
What ISO 30414 requires: Organisations must measure recruitment effectiveness, turnover patterns, and evidence of talent pipeline strength. This includes understanding whether you're recruiting the right people, retaining high performers, and building sustainable talent pipelines.
What Solas OS does: Beyond tracking turnover, Solas OS identifies which departures matter most by correlating turnover with performance and engagement data. It spots turnover clustering and reveals whether departures are random or driven by specific teams, managers, or roles. It identifies high performers at risk of leaving, helping you prioritise retention efforts where they matter most.
Why this beats the traditional approach: Traditional turnover analysis is retrospective. You calculate turnover rate and exit interview themes after people leave. Solas OS is predictive. You can identify flight risks, understand whether turnover is a retention problem or a recruitment problem, and see whether specific managers are driving departures. This shifts you from reactive replacement hiring to proactive talent retention.
Turning Compliance into Competitive Advantage
ISO 30414 compliance has moved beyond a reporting checkbox. Leading organisations use human capital metrics as a strategic lever to understand their workforce, optimise performance, and build sustainable capability. Solas OS transforms how you approach this. Rather than static annual surveys and static spreadsheets, you get continuous visibility into how your organisation really works. Culture, leadership, skills, wellbeing, and engagement are no longer executive guesses. They're data-driven, observable, and actionable. This means better decisions, sustainable performance, and an organisation where people can genuinely thrive. ISO 30414 compliance becomes not a burden, but a source of insight that drives real competitive advantage.