Hi. I am researching on the effect of implementing HR Analytics on employee's intention to leave. If anyone has researched on this topic or has experienced the same in their organization, kindly throw light upon:
1. In which areas of HR, implementation of HR Analytics, changes the employee mindset towards separation. Does it really happens?
2. If you think this research area has scope and will this research be valuable for corporates.
3. What will be the parameters that needs to be incorporated in the questionnaire for getting the most validated results for the same. Will those be the drivers that leads to the intention to leave.
Thanks.
From India , Jaipur
1. In which areas of HR, implementation of HR Analytics, changes the employee mindset towards separation. Does it really happens?
2. If you think this research area has scope and will this research be valuable for corporates.
3. What will be the parameters that needs to be incorporated in the questionnaire for getting the most validated results for the same. Will those be the drivers that leads to the intention to leave.
Thanks.
From India , Jaipur
Implementing HR Analytics in all function is very easy but decision on result of analytics is very critical.
Decision on analytics plays major role on predictive analytics. Only few leader succeed on decision making skills based on Analytics.
All the best!!!
From India, Mumbai
3Decision on analytics plays major role on predictive analytics. Only few leader succeed on decision making skills based on Analytics.
All the best!!!
From India, Mumbai
Yeah thanks.
What you said is true to every word. but does HR analytics make an impact on lowering the attrition rate. And if we need to survey this who is the best person to answer Employees or HR Analytics practitioners.
Thanks
From India , Jaipur
What you said is true to every word. but does HR analytics make an impact on lowering the attrition rate. And if we need to survey this who is the best person to answer Employees or HR Analytics practitioners.
Thanks
From India , Jaipur
Hello Deepti,
Kindly take a look at https://www.tandfonline.com/doi/full...2.2016.1244699 I had a quick read and found that not a lot of research has been conducted in that area.
Also read the long article at https://scholar.smu.edu/cgi/viewcont...asciencereview
Both found at https://www.google.com/search?ei=QC1...21.97mFWXMnQyE
From United Kingdom
Kindly take a look at https://www.tandfonline.com/doi/full...2.2016.1244699 I had a quick read and found that not a lot of research has been conducted in that area.
Also read the long article at https://scholar.smu.edu/cgi/viewcont...asciencereview
Both found at https://www.google.com/search?ei=QC1...21.97mFWXMnQyE
From United Kingdom
Hi Deepti,
This is quite an interesting topic, but currently may not be a good idea to proceed for implementation if the objective is to predict an employee's thoughts on whether she/he is planning to exit the organisation.
The first challenge would be about gathering and standardising the data, that the system is supposed to use. Most of the time, this comes from exit interview forms, involuntary exit reports etc. How accurate the data in these sources are, would be a question. If we were to reply on the experience of age old experts, then there is also the issue of bias elements, that could distort the system.
If one has to map and measure the personal attributes of employees who had already exited, so that data analysis can be done for stereotyping, then we may face data privacy issues under regulations such as the GDPR norms as an example.
So, instead of focusing on predicting employees' intentions to exit and as to how these possible outcomes can be changed, it may help to focus more on process or business unit related changes in the standard framework that have the possibilities of inducing exits and revenue damage.
From India, Bengaluru
This is quite an interesting topic, but currently may not be a good idea to proceed for implementation if the objective is to predict an employee's thoughts on whether she/he is planning to exit the organisation.
The first challenge would be about gathering and standardising the data, that the system is supposed to use. Most of the time, this comes from exit interview forms, involuntary exit reports etc. How accurate the data in these sources are, would be a question. If we were to reply on the experience of age old experts, then there is also the issue of bias elements, that could distort the system.
If one has to map and measure the personal attributes of employees who had already exited, so that data analysis can be done for stereotyping, then we may face data privacy issues under regulations such as the GDPR norms as an example.
So, instead of focusing on predicting employees' intentions to exit and as to how these possible outcomes can be changed, it may help to focus more on process or business unit related changes in the standard framework that have the possibilities of inducing exits and revenue damage.
From India, Bengaluru
Such studies will significantly reduce losses from the sudden dismissal of key employees.
From Ukraine, Kyiv
From Ukraine, Kyiv
This is a really interesting topics. It would be great if anyone has the end results on this...
From India, Ahmedabad
From India, Ahmedabad
Hi,
I too need inputs on this research, this is my research framework :
The organization’s strategy in attracting talent on its brand equity or presence as the best employer in the job market
b. The channels by which it is currently and it could possibly attract prospective incumbents.
c. Ability of the organization to assess the incumbent by various assessment tools needed.
d. Probability of selection and joining
e. Retention analysis
From India, Pune
I too need inputs on this research, this is my research framework :
The organization’s strategy in attracting talent on its brand equity or presence as the best employer in the job market
b. The channels by which it is currently and it could possibly attract prospective incumbents.
c. Ability of the organization to assess the incumbent by various assessment tools needed.
d. Probability of selection and joining
e. Retention analysis
From India, Pune
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