scholarly journals The effectiveness of employee retention through an uplift modeling approach

2020 ◽  
Vol 41 (8) ◽  
pp. 1199-1220 ◽  
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Human Resources ◽  
Treatment Effect ◽  
Employee Retention ◽  
Average Treatment Effect ◽  
Practical Implementation ◽  
Retention Strategies ◽  
Content Type ◽  
Actual Effect ◽  
Personalised Treatment ◽  
The Right

PurposeThe main goal of employee retention is to prevent competent employees from leaving the company. When analysing the main reasons why employees leave and determining their turnover probability, the question arises: Which retention strategies have an actual effect on turnover and for which profile of employees do these strategies work?Design/methodology/approachTo determine the effectiveness of different retention strategies, an overview is given of retention strategies that can be found in the literature. Next, the paper presents a procedure to build an uplift model for testing the effectiveness of the different strategies on HR data. The uplift model is based on random forest estimation and applies personal treatment learning estimation.FindingsThrough a data-driven approach, the actual effect of retention strategies on employee turnover is investigated. The retention strategies compensation and recognition are found to have a positive average treatment effect on the entire population, while training and flexibility do not. However, with personalised treatment learning, the treatment effect on the individual level can be estimated. This results in an ability to profile employees with the highest estimated treatment effect.Practical implicationsThe results yield useful information for human resources practitioners. The personalised treatment analysis results in detailed retention information for these practitioners, which allows them to target the right employees with the right strategies.Originality/valueEven though the uplift modelling approach is becoming increasingly popular within marketing, this approach has not been taken within human resources analytics. This research opens the door for further research and for practical implementation.

Impact of mobile money access on internal remittances, consumption expenditure and household welfare in Ghana

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Priscilla Twumasi Baffour ◽  
Wassiuw Abdul Rahaman ◽  
Ibrahim Mohammed
Keyword(s):  
Propensity Score ◽  
Propensity Score Matching ◽  
Treatment Effect ◽  
Average Treatment Effect ◽  
Consumption Expenditure ◽  
Content Type ◽  
Mobile Money ◽  
Money Transfer ◽  
Per Capita ◽  
Transfer Services

PurposeThe purpose of this study is to examine the impact of mobile money access on internal remittances received, per capita consumption expenditure and welfare of household in Ghana.Design/methodology/approachThe study used data from the latest round of the Ghana Living Standards Survey (GLSS 7) and employed the propensity score matching technique to estimate average treatment effect between users and non-users of mobile money transfer services.FindingsThe study finds that using mobile money is welfare enhancing, particularly for poor households and the channel by which it impacts on welfare is through higher internal remittances received and per capita expenditure. The results from the average treatment effect indicate that mobile money users receive significantly higher remittances and consequently spend averagely higher on consumption than non-users.Research limitations/implicationsAlthough the data employed in this study is limited to one country, the findings support the financial inclusion role and developmental impact of mobile money transfer services. Hence, mobile money transfer services should be promoted and facilitated by the telecommunication and financial sector regulators.Originality/valueIn addition to making original contribution to the literature on the welfare impact of mobile money, the study's use of the propensity score matching is unique.

Impact of the production of underutilized vegetables on the livelihood of farmers in Southwestern Nigeria

2017 ◽  
Vol 44 (12) ◽  
pp. 1669-1682
Author(s):  
Oluwatosin Adejoke Oyedele ◽  
Kemisola O. Adenegan
Keyword(s):  
Treatment Effect ◽  
Nutritive Value ◽  
Average Treatment Effect ◽  
Current Status ◽  
Special Focus ◽  
Vegetable Production ◽  
Southwestern Nigeria ◽  
Content Type ◽  
Average Treatment ◽  
The Impact

Purpose African indigenous vegetables have high nutritive value which contains high levels of minerals. The current status of indigenous vegetable production in developing countries shows that these crops are “under-recognized” and “underutilized” with respect to nutritional value and opportunities for food security. The purpose of this paper is to examine the impact of the production of underutilized vegetables on the livelihood of farmers in South Western Nigeria. Design/methodology/approach The population for the study includes all the vegetable farmers in South Western Nigeria with a special focus on farmers’ groups formed by the NICANVEG project in Osun, Oyo, Ondo and Ekiti states. Descriptive statistics and propensity score matching (PSM) was used to analyze the objective. Findings Perceptions on individual household income reveal that the majority of participating respondents perceived higher production and harvesting density. This is due to the fact that harvesting is done by cutting the stems of the vegetables. The probability score shows that the dependent variables have an average effect of 44.6 percent on the probability of farmers participating in NICANVEG project. The PSM results reveal that average treatment effect on the treated is ₦269,254.87. Average treatment on the untreated is ₦11,990.63 while average treatment effect is ₦139,336.43. The total income of the participants from all the various livelihood strategies is increased by 29.73 percent because of their participation in the NICANVEG project. Originality/value This work has not been carried out by any other person before. This work will add to the existing knowledge on the impact of evaluation in agricultural economics.

Adoption of rural bank credit programs among smallholder farmers in Ghana: an average treatment effect estimation of rates of exposure and adoption and their determinants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arnold Missiame ◽  
Patrick Irungu ◽  
Rose Adhiambo Nyikal ◽  
Grace Darko Appiah-Kubi
Keyword(s):  
Treatment Effect ◽  
Smallholder Farmers ◽  
Household Head ◽  
Sampling Technique ◽  
Average Treatment Effect ◽  
Bank Credit ◽  
Content Type ◽  
Average Treatment ◽  
Credit Programs ◽  
Effect Estimation

PurposeThe study aims to estimate the rates of exposure to, and adoption of, rural bank credit programs by smallholder farmers in rural Ghana and the factors responsible for those rates.Design/methodology/approachThe study used a random sample of 300 smallholder farmers in the Fanteakwa District of Ghana, obtained through the multistage sampling technique. The study also employed the average treatment effects approach to estimate the average treatment effect of farmers’ exposure to rural bank credit programs, on their adoption of such programs.FindingsThe actual adoption rate is approximately 41%, and the potential, conditional on the whole population being aware of rural bank credit programs, is approximately 61%. Accordingly, there is a gap of about 20% in the adoption of rural bank credit programs, and is due to the incomplete exposure of smallholder farmers to the rural bank credit programs. Age of the household head, access to extension services, membership in farmer-based organizations and active savings accounts with a rural bank are the major contributors to smallholder farmer exposure to and the adoption of rural bank credit programs.Originality/valueThe current study is the first of its kind to be conducted in Ghana on rural bank credit programs. It takes into account the extent to which smallholder farmers are exposed to such credit programs and how it influences their decisions to access or adopt.

How to become an inspirational leader, and what to avoid

2017 ◽  
Vol 36 (5) ◽  
pp. 614-625 ◽  
Author(s):  
Sarah Bonau
Keyword(s):  
Leadership Development ◽  
Leadership Style ◽  
Critical Role ◽  
Shared Vision ◽  
Practical Implementation ◽  
Self Awareness ◽  
Research Attention ◽  
Content Type ◽  
Management Actions ◽  
The Right

Purpose The leadership style of inspirational leadership has not gained substantial research attention. Studies have found inspirational leadership to be particularly relevant for practitioners. The purpose of this paper is to analyse the theoretical aspects of inspirational leadership and present practical steps for applying the theory. Design/methodology/approach First, inspirational leadership is defined in the context of other leadership theories, with particular emphasis on the vision that is central to inspirational leadership. Consequently, effective leadership behaviour is contrasted against management actions, to then define main areas leaders should focus on. Moreover, this paper outlines specific actions to be implemented in these focus areas. Findings Comparing the different perspectives on inspirational leadership theory, it becomes evident that self-awareness and authenticity are the main foundations for inspiring followers and implementing a shared vision. Practical implications A tool is presented for practical implementation that allows leaders to measure different characteristics of inspirational leadership and to assess their progress in these areas. In this context, this paper discusses the critical role of authentic behaviour and the challenge of showing the right level of authenticity as a leader. Special attention is given to authentic leadership development, and how organisations must work to avoid over-dependency on inspirational leaders. Originality/value The ideas outlined in this paper serve as a guide for leaders to practise inspirational leadership.

Comparing family and nonfamily candidates for promotion: manager selection at Acme Lumber

2016 ◽  
Vol 12 (3) ◽  
pp. 422-439 ◽  
Author(s):  
John Perry ◽  
Nancy Bereman
Keyword(s):  
Human Resources ◽  
Agency Theory ◽  
Family Business ◽  
Business Management ◽  
Case Study Methodology ◽  
Content Type ◽  
Manager Selection ◽  
Study Methodology ◽  
The Right

Synopsis Ned Piper needs to improve the performance of Acme Lumber’s Broken Arrow store. There are two candidates for the store manager’s position, Larry Frazier and Chip Farmer. Larry has worked for Acme for 35 years in a variety of positions and is related to the Johnson family who has owned and managed Acme for three generations. Chip has worked for Acme for 19 years and has successfully helped to turn around another store. Chip is not related to the Johnsons. Ned is feeling pressure from the business and family to make the right decision. Which candidate should he select to become a manager? Research methodology The authors used a case study methodology. Relevant courses and levels Human resources, selection, staffing, and family business management. Theoretical bases Socioemotional wealth perspective, and agency theory.

“Recruiting the right research associate for case research center”

2021 ◽  
Vol 11 (1) ◽  
pp. 1-21
Author(s):  
Sonia Najam ◽  
Rukhman Solangi ◽  
Waheed Ali Umrani ◽  
Sheraz Mustafa Rajput
Keyword(s):  
Early Career ◽  
Research Center ◽  
High Turnover ◽  
Retention Strategies ◽  
Content Type ◽  
Case Research ◽  
Academic Level ◽  
Research Associate ◽  
Before And After ◽  
The Right

Learning outcomes After practicing the case students will be able to; understand the importance of recruiting the right person in retaining employees. Understand the underlying causes of employees’ turnover. Formulate retention strategies. Case overview/synopsis The case presents the situation of high turnover in Case Research Center (CRC), Sukkur IBA University. The protagonist, Dr. Waheed Ali Umrani, Head CRC was concerned about the retention of Research Associates in the CRC. The case also highlights the reasons for the turnover of early-career female research associates in an academic setup of Sukkur IBA University. This case will involve students to critically think and come up with retention strategies and measures that recruiters, in this case, should consider before and after the selection of Research Associates. Complexity academic level Graduate. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Child labor and family structure: the role of divorce

2018 ◽  
Vol 45 (10) ◽  
pp. 1453-1468
Author(s):  
Shirley Pereira de Mesquita ◽  
Wallace Patrick Santos de Farias Souza
Keyword(s):  
Family Structure ◽  
Child Labor ◽  
Treatment Effect ◽  
Single Mother ◽  
Average Treatment Effect ◽  
Empirical Approach ◽  
Content Type ◽  
The Impact ◽  
Single Mother Families

Purpose The purpose of this paper is to investigate the role of family structure on child labor by comparing children of nuclear families headed by the father with children of single-mother families headed by the divorced mother. Design/methodology/approach This paper uses data from Brazilian urban areas provided by the Brazilian Demographic Census of 2010. The empirical approach consists of the estimation of three treatment effect models: the Average Treatment Effect, IV Treatment Effect and Two-Stage Estimator proposed by Lewbel (2012). Findings The main findings show that children of single-mother families headed by divorced mothers are more likely to work, compared to children living with both parents. This paper found evidence of a direct effect of family structure parents’ determinant on child participation in labor. The main hypothesis is that the absence of the father paired with exposure to family stress arising from marital dissolution is an indicator toward child labor. Practical implications This study implies that in order to combat child labor effectively, it is important to understand deeply its several causes and consider ruptures in family structure, such as divorce, as one of these factors. In addition, location and family’s characteristics also play a role on the decision of child labor. For instance, boys living at metropolis areas have less chance to work. Family’s head education and non-work income affects positively the child well-being by reducing the probability of child labor. On the other hand, the number of siblings increases the chance of child labor. Finally, the results of this study suggest policies to raise awareness among parents about the negative effects of child labor on children during both childhood and adulthood, and that social policies need to act beyond legislation and enforcement, but including family mobilization. Originality/value This paper estimates the impact of family structure on child labor using an empirical approach to deal with the endogeneity problem of the treatment.

Building better HR departments

2016 ◽  
Vol 15 (3) ◽  
pp. 129-136 ◽  
Author(s):  
Jon Ingham ◽  
Dave Ulrich
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Future Research ◽  
Content Type ◽  
The People ◽  
The Right ◽  
To Receive ◽  
Practical Implications ◽  
Do So

Purpose The purpose of this paper is to provide answers to four questions on building a better human resources (HR) department: why?, who?, what? and how? Design/methodology/approach The paper is based on the accumulated experience of the co-authors. Findings The paper finds that better HR departments create better organizations and will often do this by enabling better relationships between the people working in them. Developing the right relationships is also an increasingly important part of creating an effective HR organization. Research limitations/implications Much attention has been spent on developing HR professionals. The authors also want to make HR departments better. This paper steers future research on HR effectiveness in this direction. Practical implications Senior HR leaders charged with improving their HR department may do so with the roadmap offered by the authors. Originality/value For businesses to receive full value from HR, it is very important to upgrade the quality of HR professionals. It is even more important to upgrade HR departments. This paper suggests how this can be done.

Training the trainer

2016 ◽  
Vol 30 (1) ◽  
pp. 23-25
Keyword(s):  
Human Resources ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Training Course ◽  
Vast Amount ◽  
Pertinent Information ◽  
The Right ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – What makes a good training course? This question feels relatively unasked given its importance, and there are few more important questions any human resources (HR) department or any other could pose. With an average budget in an organization of $1 million annually, there is a vast amount of resources that go into ensuring that the employees receive the best, most relevant training possible. As such, are we convinced that HR departments have the right information at their fingertips to assess just what makes the optimal training course for their people and organization? Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Acquiring and developing leaders on a global or multinational scale

2014 ◽  
Vol 13 (6) ◽  
pp. 249-254
Author(s):  
Elmar Kronz
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Good Practice ◽  
Talent Management ◽  
Leadership Succession ◽  
Local Markets ◽  
Content Type ◽  
Management Consultancy ◽  
The Right ◽  
Meaningful Data

Purpose – This paper aims to highlight good practice methodologies for acquiring and developing leaders on a global or multinational scale. Design/methodology/approach – This paper is based on the experience and research of global talent management consultancy, Inc. (DDI), throughout its 40-year history helping some of the world’s largest companies choose and execute the right talent strategies. Findings – Multinational organisations need to adopt talent systems that are flexible enough to operate in different local markets, but consistent enough to provide meaningful data across the organisation to support leadership succession and development. Originality/value – The practice advice in this article will help talent management and Human Resources (HR) professionals in large and multinational organisations improve the acquisition and development of their managers.

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