Employee Attrition Analysis Using Predictive Techniques

2017 ◽  
pp. 293-300
Author(s):  
Devesh Kumar Srivastava ◽  
Priyanka Nair
Keyword(s):  
Employee Attrition ◽  
Attrition Analysis

scholarly journals Machine Learning Approach for Employee Attrition Analysis

2019 ◽  
Vol Special Issue (Special Issue-FIIIIPM2019) ◽  
pp. 62-67
Author(s):  
Dr. R. S. Kamath ◽  
Dr. S. S. Jamsandekar ◽  
Dr. P. G. Naik ◽  
Keyword(s):  
Machine Learning ◽  
Learning Approach ◽  
Machine Learning Approach ◽  
Employee Attrition ◽  
Attrition Analysis

scholarly journals Employee Attrition Dashboard Using Tableau

2021 ◽  
Vol 9 (9) ◽  
pp. 1696-1703
Author(s):  
Kovuri Sanjana
Keyword(s):  
Data Visualization ◽  
Business Intelligence ◽  
Employee Turnover ◽  
Crucial Role ◽  
Attrition Rate ◽  
Visualization Tool ◽  
Job Roles ◽  
Effective System ◽  
Employee Attrition ◽  
Attrition Analysis

Abstract: Tableau is a powerful and fastest growing data visualization tool used in the Business Intelligence Industry. It helps in simplifying raw data in a very easily understandable format. It also allows non-technical users to create customized dashboards. The purpose of this paper is to visualize and analyse the employee attrition rate using the Tableau visualization tool by considering various important factors that play crucial role in affecting the attrition rate. In order to visualize and predict the attrition rate of employees of an organization, we proposed an intelligent, flexible and effective system that helps the managers to identify the valuable employee and try to retain them. The attrition rate can be analysed based on various factors such as job roles, years since last promotion, gender and number of companies worked. Keywords: Employee Attrition, Tableau, Attrition Analysis, Visualization, Employee Turnover, Dashboards

scholarly journals HR analytics: Employee attrition analysis using logistic regression

2020 ◽  
Vol 830 ◽  
pp. 032001
Author(s):  
I Setiawan ◽  
S Suprihanto ◽  
A C Nugraha ◽  
J Hutahaean
Keyword(s):  
Logistic Regression ◽  
Employee Attrition ◽  
Attrition Analysis

scholarly journals Predictive Modelling of Employee Turnover in Indian IT Industry Using Machine Learning Techniques

2019 ◽  
Vol 23 (1) ◽  
pp. 12-21 ◽  
Author(s):  
Shikha N. Khera ◽  
Divya
Keyword(s):  
Machine Learning ◽  
Learning Algorithm ◽  
Confusion Matrix ◽  
Predictive Modelling ◽  
Supervised Machine Learning ◽  
Machine Learning Techniques ◽  
Support Vector ◽  
It Industry ◽  
Knowledge Based ◽  
Employee Attrition

Information technology (IT) industry in India has been facing a systemic issue of high attrition in the past few years, resulting in monetary and knowledge-based loses to the companies. The aim of this research is to develop a model to predict employee attrition and provide the organizations opportunities to address any issue and improve retention. Predictive model was developed based on supervised machine learning algorithm, support vector machine (SVM). Archival employee data (consisting of 22 input features) were collected from Human Resource databases of three IT companies in India, including their employment status (response variable) at the time of collection. Accuracy results from the confusion matrix for the SVM model showed that the model has an accuracy of 85 per cent. Also, results show that the model performs better in predicting who will leave the firm as compared to predicting who will not leave the company.

NCR hospital: turnaround dilemmas of a leader

2017 ◽  
Vol 7 (3) ◽  
pp. 1-24
Author(s):  
Richa Awasthy ◽  
Rajen K. Gupta
Keyword(s):  
Human Resource Management ◽  
Learning Outcomes ◽  
Human Resource ◽  
Family Business ◽  
Subject Area ◽  
Early Years ◽  
Change Initiatives ◽  
Content Type ◽  
Specialty Hospital ◽  
Employee Attrition

Subject area Organizational diagnosis. The case addresses the issue of an outsider at a senior position in a family-run business. Study level/applicability MBA. Case overview NCR-Delhi is a multi-specialty hospital in Delhi and is essentially a family-run business. Though it had done well in the early years since its inception, it had been plagued by many problems and had undergone many changes in management and processes. An outsider joined it as the Facility Director (FD) two years ago. In these two years, he introduced multi-directional changes. However, he has not been able to achieve a complete turnaround of the hospital. The major issues facing him are financial, operational and personnel-related issues. The hospital is currently in a major financial crisis, which has been causing delays in disbursement of salaries and creating resource crunches in daily operations. Most of the patients are government empanelled patients, and collection of payments from such patients usually takes at least three months. Employee attrition and customer satisfaction are also continuing challenges. Other issues include lack of proper support and interference from top management. The FD has been showing considerable prowess and capability in leading the organization, but has not been able to achieve the desired results owing to the above factors. Expected learning outcomes To understand the frameworks and process of organizational diagnosis; to understand the influence of change initiatives on organizational culture; and to understand the complexity of family business and what happens when an outsider leader joins family business. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 6: Human Resource Management.

scholarly journals Antecedents to Employee Attrition Behavior in Indian IT/ITES Sector

2019 ◽  
Vol 9 (1) ◽  
pp. 1132-1142
Keyword(s):  
Factor Analysis ◽  
Structural Equation ◽  
Group Analysis ◽  
Equation Modeling ◽  
Path Coefficients ◽  
Confirmatory Factor ◽  
Career Growth ◽  
Employee Attrition ◽  
Hr Managers ◽  
The Impact

Attrition is the biggest challenges being faced by the HR managers in today’s competitive environment especially with IT/ITES sectors. The study identifies clarity, career growth and advancement, personal priorities and organizational environment as the vital antecedent factors which impacts employee attrition. Further through multi-group analysis the paper studies the impact of agile environment on the said relationships in low and high agile environment. The study uses exploratory factor analysis, confirmatory factor analysis and structural equation modeling for obatinig path linkages. In high agile group all the path linkages were highly significant and the path coefficients were stronger

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