If analytics can be used to study customer behavior, it can also be beneficial to better understand your employee behavior. Human Resource (HR) analytics is a new emerging application field of analytics targeted at leveraging analytics for HR purposes.
This is a relative new research track which we recently started and whereby we intend to study the following topics:
- Measuring employee performance and engagement
- Analyzing employee churn and turnover
- Studying workforce collaboration patterns
- Predicting employee absenteeism
- Modeling employee lifetime value
The cross-fertilization potential between our earlier customer focused research and this new domain is an important enabler. Consider e.g. the following example of an employee absenteeism scorecard, whereby the underlying model construction process is not fundamentally different from the one used to build an application or behavioural credit scorecard.
As another example, consider the following decision tree for predicting employee churn. Also here, the steps followed are identical to those for building a customer churn model in e.g. a Telco setting.
iNostix Blog Posts
- Baesens, B. (2014). Critical HR Analytics Lessons, iNostix Blog.
- Baesens, B. (2014). Why the use of social networks in HR analytics is very promising, iNostix Blog.
- Baesens, B. (2014). 5 Reasons to Start with Predictive Employee Turnover Analysis, iNostix Blog.
- Baesens, B. (2014). 4 Challenges with Predictive Employee Turnover Analytics, iNostix Blog.