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13 July 2017, 22:59   Report Abuse

3rd Eye Advisory

Strategic Management Consulting



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Predicting Employee Attrition from HR Analytics

Ever wondered the early signs of employee attrition? It can either be an employee who has posted ill about your company on social media or an employee who has recently started leaving the company before time. It’s no longer a debate that these days, the human resource management team needs continuous efforts for employee engagement. These efforts coupled with predictive HR Analytics on human behaviour can help an organisation to distinguish between its disengaged and engaged employees to a great extent. Some of the factors which can help the HR team to predict the separation of an employee are:

  1. DEMOGRAPHICS- Age, Gender, Marital status, Education. Is a particular gender (read- female) leaving your company in mere three months of joining? Are graduates from a specific college filing separation after their training is over? As an analyst you can’t do away with the argument of reducing women at workforce or not considering married female employees during recruitment activity or blacklisting a particular college. Predictive HR Analytics will help you to determine the issues faced by the employees as per their demographics and will help you in devising the employee welfare policy to reduce such behavior and resulting attrition.
  2. CAREER GROWTH- Experience, Promotions, Learning. Facing a lot of separations after the appraisal cycle? Are your employees no longer satisfied with the career growth they have in your organization? As an analyst, you can’t turn a blind eye to slow paced career progression plan or ignore the sentiments of the employees who weren’t appraised as expected by them. Predictive HR Analytics will help you to map the career expectations of employees as per the business strategy of the organization and reduce attrition due to slow paced career progression.
  3. MANAGER- Communication, Leadership, Supervision. Employees leave the manager and not the organization, says an oft quoted dictum. Have you ever wondered, how indirect communication among the employees can result in team attrition wherein you are not just allowing an employee to leave but the impact of business loss is felt by the separation of entire team? Employees vision themselves as a shadow of their leader but who will tell you what qualities do they want to see in their leader? This is where the human resource management team needs Predictive HR Analytics which will help you to understand the expectations of employees with respect to their manager and leader. This can be easily mapped and reflected in making critical business strategies
  4. CULTURE- Job Characteristics, Work Environment, Work Itself. Do you consider your employees to be productive? Is 50% of your workforce involved in creating useless excel sheets? Is your leadership team building an innovative culture? If your answer is NO, Predictive HR Analytics is the answer. Analytics will help you to determine the temperature of the organization before the heat is unbearable. The human resource management team can assess the job characteristics and work environment an employee wants in his or her job and define the job responsibilities accordingly. In long term, this will help in generation of an organizational climate and culture which is not just directed by the top management but is a blend of the perspectives of the employee from all the strata of the organization.

In the VUCA world of today, Human Resource Management has moved way ahead of manpower planning and management. It’s time when employees have become an asset to the organization and have become greatly responsible for financial gains and losses. This measurement of financial and productivity loss due to attrition can be well planned by Predictive HR Analytics which will not only help to plan and minimize the loss of employee but also provides better understanding of workforce supply and demand






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