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HR-Analytics

HR analytics is a vital tool for monitoring employee performance and enhancing decision-making in organizations. It helps predict employee attrition and improve engagement through data-driven insights, while also ensuring efficient resource use. The document discusses various methods, including machine learning, to analyze attrition trends and emphasizes the importance of addressing employee satisfaction to reduce turnover.

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Sakshi Sonavane
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6 views

HR-Analytics

HR analytics is a vital tool for monitoring employee performance and enhancing decision-making in organizations. It helps predict employee attrition and improve engagement through data-driven insights, while also ensuring efficient resource use. The document discusses various methods, including machine learning, to analyze attrition trends and emphasizes the importance of addressing employee satisfaction to reduce turnover.

Uploaded by

Sakshi Sonavane
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HR Analytics to Track

Employee Performance
HR analytics is a powerful tool. It helps organisations monitor
employee performance. Data-driven strategies improve decision-
making. They keep companies ahead of the competition. Good
employee performance management is crucial. It ensures the
productivity and success of any organisation.

by Sakshi Sonavane
Benefits of HR Analytics
Enhanced Engagement Better Resource Use Informed Decisions

HR analytics can significantly boost Analytics ensures resources are used Data-backed insights help in making
employee engagement levels. efficiently. It avoids any kind of right decisions about workforce.
wastage.

HR analytics integrates data. It provides insights into employee behaviour. It helps in understanding performance trends.
It ensures alignment with organisational goals.
HR Attrition Analysis
HR attrition is the process of employees leaving. High attrition can be
a red flag. It increases costs like hiring and training. HR analytics can
address this issue. It can predict employee departures. This helps
organisations take action.

Data Collection
Gather employee data from HR systems.

Relationship Analysis
Find correlations between various data points.

Attrition Prediction
Predict employee attrition status using algorithms.
Key Performance Indicators
KPIs measure effectiveness. AI and ML enhance predictive analysis. This helps in predicting outcomes. It improves data
analysis. HR analytics offers crucial benefits. It enhances engagement and improves resource use. Data privacy is essential.
Biased data is a problem. Analytics must merge with existing systems.

SMART Goals Growth Metrics Performance Data


Establish specific, measurable, Track and analyze development over Use data to track performance.
achievable goals. time.
Machine Learning Workflow
1 Data Collection

2 Preprocessing

3 Modeling

4 Evaluation

Machine learning models are built and evaluated. The IBM HR


employee dataset is used. State-of-the-art machine learning methods
are applied. This helps predict employee attrition.

Dataset Link
Gender and Department Distribution

Gender Departments

IBM has 60% male and 40% female employees. 65.4% work in R&D, 30.3% in Sales, and 4.29% in HR.
Attrition Trends by Age
1 Age Distribution 2 Decreasing Attrition
Most employees are Attrition decreases as age
between 30 to 40 years increases in the company.
old.

3 Median Age
Median age of those who left is 32.
Attrition by Job Role and
Income
Research Director Lab Technician
Low attrition rates among Laboratory Technicians show
Research Directors. They high attrition rates.
have high monthly income.

Sales Executive
Sales Executives have significant attrition levels.
Conclusion
Employee attrition was analysed using ML models. These included
Logistic Regression and Random Forest. There was also Support Vector
Machines. The models showed different predictive performance.
Addressing overtime and job satisfaction is crucial. Doing this can
potentially reduce attrition.

Implement changes
Address issues.

Monitor
Track changes.

Improve
Review and optimize.

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