Data Analytics for Predicting Human Resource Performance

Human resource analytics seeks to improve the HR staffing cycle from hire to retire. Analytics, forecasts, predictions and structural change of an organization are 

  • Hiring - are the right people in the correct job?
    • Compare characteristics of best and worst performers
    • Compare characteristics of best and worst performers in the same group and job
    • Use multivariate regression to separate out influences of different characteristics
  • Internal Mobility - ensuring people are in the right job and can be moved through different positions over time
    • Determine the predictors of success - output measures, competence, assessments
    • Identify performance measurement dimensions
    • Optimize movement within the organization
    • Analyze what is most effective - internal or external hiring
    • Causality (omitted variable bias, reverse causality) must be determined
  • Attrition - understanding root cause of attrition and implementing improvements
    • Implement hiring strategy analytics
    • Measure unmet needs
    • Measure work conditions
    • Measure training hours given
    • Outside opportunity assessments (skills demand, industry / regional growth)
    • Satisfaction (perception of future opportunities and the trajectory of the organization)
    • Correlate attributes of why people leave
    • Predicting attrition (attrition percent comparisons across time, multivariate linear regression, survial analysis explanatory variable)