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Predictive Analytics in HR Management

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 I

Indian Journal of Public Health

Research & Development

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CONTENTS

Volume 8, Number 3 July-September 2017

1. Colposcopy as an Adjunct to Cytology in the Diagnosis of Cervical Pre-cancer and Cancer ......................... 01
in an Executive Health Care Set-up: A Retrospective Study in Mumbai, India
Renuka Matti, Yogesh Kumar S, Mallapur MD

2. Epidemiology of Unintentional Injury in a Rural Community, Tiruchirapalli District .................................... 06

Mohan, P Manickam

3. Medical Error in Health Care: A Sleeping Giant .............................................................................................. 11

Amit Kumar Pandey, Garima Malik, Sanjay Saproo, Sanjeev Bansal

4. Phenomenology of Perimenstrual Psychiatric Symptoms ................................................................................ 17

Kumar Abhay, Singh Krishna K, Chandra Prakash, Singh P K, Rae Alik Anthony, Singh Guddi Rani

5. Surgical Decompression in Pott’s Paraplegia Patients by Anterior Approach ................................................. 23

Saxena V, Abbas M

6. Decomposition of Crude Death Rates for India and its Selected States - 1971 and 2011 ................................ 28
Nabanita Saikia, Labananda Choudhury

7. Exploratory Study on Tobacco Use among Adolescents .................................................................................. 34

Sreedevi P A, Sreejamol M G , Febu Elizabeth Joy

8. Explore the Motives of Organ Donation ........................................................................................................... 40

Kanmani J, Deepa S Thomas

9. Application of Lot Quality Technique for Immunization Coverage and Quality Assessment ......................... 46
Undavalli VK, Narni H, Muthe A, Ponnaganti SC, Jonnalagadda RK

10. Eating Experiences of Head and Neck Cancer (HNC) Patients after ............................................................... 51
Radiotherapy- Qualitative Meta-Synthesis
Shalini G Nayak, Mamatha Shivananda Pai, Linu Sara George

11. A Study of Patterns of Thyroid Lesions on Fine Needle Aspiration Cytology in ............................................ 57
Hapur Region, Uttar Pradesh
Amit Kumar Nirmal, Harsimrat Singh, Kirti Nirmal, Jay Kant Jha

12. Obstetric and Perinatal Outcome of Pregnancies with Nuchal Cord ............................................................... 62
Poonam, Manjit Kaur Mohi, Manpreet Kaur, Baljinder Kaur, Manjeet Kaur

13. Preventive Role of Probiotic in Antibiotic Associated Diarrhoea in Children ................................................ 66

Meenakshi Jindal, Yogesh Goyal, Suman lata, Rajeev Kumar Sharma
 II

14. A Study on Factors Influencing Magnitude of HIV among Patients with Diagnosed Tuberculosis ................ 70
Ravikumar, B A Varadaraja Rao

15. Knowledge, Awareness and Attitude Towards Mental Illness among Adult Population of ............................. 76
Dharwad District – A Cross Sectional Study
Subhashri Jahagirdar, Laxmikant Lokare, D D Bant, Geeta V Bathija, Maneesha Godbole,
Manjunath S Nekar, Mahesh V K

16. An RCT to Assess the Effectiveness of Cold Compress on Relieving Symptoms of Allergic ........................ 82
Conjunctivitis amongst Indian Children
Payal Kahol, Manjula Thakur, Amit Gupta, Sushma Kumara Saini

17. Knowledge and Attitude of Antenatal Mothers Regarding Cord Blood Donation, AIMS, Kochi ................... 88
Linda Varghese, Bency Bhasy

18. Psychological Impact of Cancer Diagnosis in Newly Diagnosed Breast Cancer Patients ............................... 91
Shejila C H, Mamatha Shivananda Pai, Donald J Fernandes, Stanley Mathew, Jyothi Chakrabarty,
Elsa Sanatombi Devi, Anice George

19. The Yellow Lure: A Cohort Study on Employee Perception on Creativity in Hospitality Sector .................... 97
Kanchana Arun, S Sudha

20. Vaping as Smoking Cessation Methods: Is it a Solution or a New Problem ? ............................................... 104
Zulkifli Amin, Steven Zulkifly, Stephen Diah Iskandar

21. A Cyto-histopathological Study of Chondroid Syringoma in a Tertiary Teaching Hospital in ...................... 109
Western Uttar Pradesh, India: An Eight Year Experience
Alok Mohan, Anil Kumar, Kriti Nausaran

22. Predictive Analytics in HR Management ...................................................................................................... 115

Sainath Malisetty, R V Archana, K Vasanthi Kumari

23. A Study on Buying Behavior of Eco-Friendly Apparel with Special Reference to Tanjore ......................... 121
K Bharathi, S Sudha

24. Prevalence of ABO and Rhesus Blood Groups in Blood Donors: A Study from a Multispecialty ................ 126
Hospital of Western Uttar Pradesh
Anil Kumar, Alok Mohan, Kriti Nausaran, Sunil Gupta

25. Psychosocial Level of Patients Undergoing Solid Organ Transplantation ..................................................... 131
Kanmani J, Anooja Antony

26. Economic Burden of Cancer in India ............................................................................................................. 137

Jyothi Chakrabarty, Mamatha Shivananda Pai, V K Ranjith, Donald Fernandes

27. Factors Associated with Events in Early Marrige in Banjar District .............................................................. 142
Fauzie Rahman, Fahrini Yulidasari, Nida Ulfah

28. Knowledge and Awareness of Carcinoma Cervix and HPV in Rural and Urban Women of ......................... 148
Bangalore, Karnataka, India
S K Anusuya, Sudha V Patil, Veerabhadra Goud G.K., Bandi Sudha Parimala
 DOI Number: 10.5958/0976-5506.2017.00171.1

Predictive Analytics in HR Management

Sainath Malisetty1, R V Archana2, K Vasanthi Kumari3

1
Research Scholar, Department of Management Studies, 2Assistant Professor & Research Scholar, School of
Management Studies, Vels University, Chennai, 3HOD, Asst Professor, Government Thirumagal
Mills College, Gudiyattam, Vellore District

ABSTRACT

Objective: - This paper accentuates how predictive analytics can offer HR pioneers assistance with
scrutinizing the issues natural to HR procedures. It likewise highlights how some key HR challenges can be
tended to utilizing predictive analytics.

Analysis: - This study proceeds in the following manner. It starts with a literature review in Predictive
analytics for Human Resources that depend on setting up the information-driven measurable relationship
between the objectives and activities of the HR function. Then followed by the assessment of the likelihood
using the Predictive business intelligence tools ‘Data mining’ and ‘End-User query, reporting, and analysis’.
Lastly, implementation of predictive analytic techniques, such as ‘Fraud analysis and detection applications’,
‘Multilayer perceptron (MLP)’ and ‘K-Nearest neighbour’ that studies the similar unit in a different sample
will exhibit the specific performance.

Findings: - From this study, the key areas are identified from which the predictive analytics can create the
values for HR perspective including
1) Employee Profiling,
2) Employee Attrition and Loyalty Analysis,
3) Forecasting of HR Capacity and Recruitment Needs,
4) Appropriate Recruitment Profile Selection,
5) Employee Sentiment Analysis and
6) Employee Fraud Risk Management.

Accepting these practices have set up, this paper investigates the distinctions in the way of objectives and
accomplishments of ventures that utilized predictive analytics versus those that did not.

Novelty: - This study can further extend to the building of service outlines how businesses are performing
relative to their peers and pinpoints improvement opportunities—and today, areas where robust workforce
analytics can contribute game-changing insights.

Keywords: Analysis, Data, Human Capital, Human Resources, Insights, Metrics, Predictive

INTRODUCTION from data that enables them to detect patterns and trends,
anticipate events, spot anomalies, forecast using what-if
To compete effectively in a technological era in
simulations, and learn of changes in employee behaviour
which advantages are ephemeral, companies need to
so that employee can take actions that lead to desired
move beyond historical, rear-view understandings of
business outcomes. Success in being predictive and
employee performance and employee behaviour and
proactive can be a game changer especially in Human
become more proactive. IT Organizations today want to
Resource functions such as Recruitment, Attrition
be predictive; they want to gain information and insight
116 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3

and Loyalty, Learning and Development, and talent outperform. Organisations at the most elevated amounts
management. of ability examination work on, including the selection of
workforce analytics, have 8% higher deals development,
The new era of HR executives is moving from 24% higher networking salary development and 58%
settling on receptive choices exclusively taking into higher deals for each employee [3]. Today, organisations
account reports and dashboards towards connecting can drive financial return on human capital investment
business information and human asset information to and enhance the quality the workforce conveys to
foresee future results. Predictive analytics for HR is hierarchical execution using workforce analytics.
based on setting up the information-driven measurable
relationship between the objectives and activities of the This paper accentuates how predictive analytics can
HR capacity and the achievement or disappointment of offer HR pioneers some assistance with scrutinizing the
an association in accomplishing key objectives. This issues natural to HR procedures. It likewise highlights
relationship can offer HR executives some assistance how some key HR challenges can be tended by utilizing
with assessing the consequences of their choices and predictive analytics.
devise a long haul technique.
II. Significant Challenges Faced by HR
We all know the US workforce is aging, with the
Every organisation tends to decrease costs, build
quantity of individuals 55 and more established holding
income, amplify operational proficiency, and spotlight
employments hitting a record 28 million in 2010. In
the key exercises to develop, support agility, and stay
the meantime, the segment of individuals’ ages 16-24
profitable. HR pioneers consistently struggle to bolster
in the work business sector was at the most reduced
the business with the skilled workforce it needs, in
level subsequent to the administration started following
view of investing arrangement and energy prerequisites
in 1948, tumbling from 66% in 2000 to 55%, only 17 [4]
. One difficulty an organisation countenance is the
million of the general occupation base [1]. Leaving aside
point at which it arrange to dispatch another line of
the undeniable issue of where we get trade specialists
administrations or items in selecting the right individuals
for the resigning workforce, these two employee
for the occupation in time for execution. Likewise,
associates are entirely diverse. The ways associations
organisations bear certain expenses when capacity
will procure and hold these employees going ahead
ability leaves the organisation [5]. It is awful when
must be diverse also. Holding more seasoned specialists
representatives quit not long after in the wake of taking
requires maintenance programs that incorporate low
an interest in a costly preparing program supported by
maintenance or undertaking based work. Enlisting
the organisation. Is there an approach to predict such
Gen-Xers and Gen-Yers requires new methodologies
risks and decrease the costs associated with them?
and maintenance programs that should furnish them
with vocation improvement and decisions about where, Other such questions to be addressed by HR
when and even to what extent to work every day. The leaders include:
more seasoned accomplice is not yet as fascinated with
developing social advancements that are turning into the Talent acquisition and resource management
essential method for correspondence and coordinated
• How would we have the capacity to get the right
effort for the more youthful workforce. The more
ability? By what means would we have the capacity to
seasoned companion has an abundance of extremely
pick which profiles are perfect for the normal set of
valuable scholarly capital that associations can’t bear to
working responsibilities?
lose. The more youthful gathering offers inventive and
innovative thoughts that are key to exploring today’s • How would we have the capacity to think high-
advancements and financial difficulties and we should worker regard?
see how best to tap their commitments.
• How would we have the capacity to hold and
As per research by NASSCOM, top-performing interface with our top capacity?
organizations are three times more probable than
lower performers to be modern clients of analytics [2]. Workforce administration
These early adopters of workforce analytics essentially • How would we have the capacity as far as
 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3 117

possible preferably? acknowledging most extreme benefits from the HR info

lays in binding the data supply to important business
• How would we have the capacity to diminish
results[9].
employee fraud risk to ensure our brand image?
The HR’s, in addition, wants ability to utilize
• How would we have the capacity to influence
systematic devices with success supervise talent and
casual association data to ensure delegate driven HR
enlisting info. HR personnel should be ready adequately
operations?
to assume an important half in business development by
Performance and learning proficiently utilizing examination. HR pioneers have
to be compelled to guarantee that examination and its
• How might we have the capacity to increase results are adjusted to business objectives [10].
more prominent quality from our preparation
programs? IV. Key Areas Where Predictive Analytics Can
Create Value
• How might we have the capacity to the right
workers for preparing? Employee Profiling and Segmentation

III. Applying Predictive Analytics in HR Predictive analytics is used for viable talent
management by accurate identification and segmenting
Several organisations have proactively opted employee. Dividing the present employee can give
predictive analytics for his or her business functions, management some help with understanding the men
as an example, finance and risk, client relationship higher. The teachings from this division procedure
management, selling and sales, and producing. are connected with success characterizing employee
This empowers them to create choices over a scope presently [11]. Predictive analytics acknowledges
of activities, as an example, client retention, sales employee with specific training desires and additionally
Predictive, insurance rating, and campaign management, acknowledge trends in zones, as an example, program
provide chain optimization, credit marking, and incoming, diversity, and so on.
research[6].
Employee demographics, skills, instructional
By foreseeing what each client loves, the sales background, experience, and designation is consolidated
and selling performers will decide on viable selections with knowledge on roles and responsibilities to create
on product recommendations. Moreover, finance team such parts. Organizations will accomplish higher
draws upon predictive modelling and illustration for employee satisfaction and higher relationship with the
effective money analysis, which diminishes money employee by choosing necessary programs for sections
risk [7]. Organizations are investigating new potential that square measure probably to advantage the foremost
outcomes for befitting mistreatment the steady from these initiatives.
increasing intensive volumes of knowledge.
Predictive analytics techniques are additionally
Organizations will mine progressive info known connected to those phases to anticipate the standing of
with turnover, investment in training programs, nature every employee to profit from learning opportunities or
of contracts, and alternative basic components of HR capitalize new undertakings each at the person and in
administration. This may be used to create applied addition segment level. Taking this into consideration,
math models that gauge possibilities and foresee future the HR division will set up learning programs or
conduct and patterns crosswise over key HR range. open new doors for these gatherings. Getting ready
destinations need to be adjusted to explicit objectives to
To adopt predictive analytics, HR pioneers need an
measure the impact of HR activities and arrangement for
organized info supply that’s adjusted to the business [8].
what is to return.
Whereas HR processes like enlisting and resourcing,
men administration, performance and learning, Employee Attrition and Loyalty Analysis
payroll, and time management typically use structured
knowledge sources, these are solely integrated with one The attrition risk score of individual employees will
another. The thanks to utilizing predictive analytic and be assessed with predictive models of attrition. This
118 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3

could supply organisations some help with preventing Case in purpose, suppose a specialty unit with fifty
the potential attrition of high performing arts employees, people wants sixty people within the following quarter.
guarantee business continuation and acknowledge loyal The common attrition risk score for 6 of those people is
employees [12]. fifty percent, thus there’s a high chance that 3 of them
can leave the association.
Employee’s demographic info, performance,
compensation and advantages info, market info, rewards
and recognition info, training info, activity info, and
employee survey scores will be utilised for this analysis.
Managers will acknowledge the key explanations behind Predictive analysis will anticipate the combination
attrition. necessity from quarter to quarter. It is to boot minimizes
the gap between ‘what range of to recruit’ and ‘what
At a private worker level, predictive risk models range of employee’ but very much like may be expected
will be accustomed produce triggers to caution the HR to forestall revenue leak. dominant a number of latest
performs concerning the potential loss of the employee. contracts and causing maintenance gets prepared for
These cautions will be set at numerous edges for each existing workers with high attrition scores empower HR
worker visible of the organisation’s desires. to viably address enlisting wants while not experiencing
By partnering attrition risk score with worker over employing or below employing problems[15] .
performance info, the HR division will distinguish Appropriate Recruitment Profile Selection
high-performing employees. Performing this activity
sometimes can give the organization some help with Attrition in elements connected with high prices
reducing potential attrition [13]. of contracting prompts noteworthy losses for the
organization. By analysing the knowledge for current
Forecasting of HR Capacity and Recruitment employees, as well as performance and productivity
Needs indices, attrition details, and lifetime esteem, HR will
By foreseeing conditions for HR capability attain the proper profile for each potential employee [16].
and enlisting, organisations will optimize resource An applied math relationship between staff esteem
utilization and support correct development and edges. and profile variables, for instance, education, coaching,
HR managers will produce gets prepared for plans for and knowledge empower HR to acknowledge the
enlisting, training, and infrastructure development [14]. foremost appropriate profiles. This expands quality,
Precise crucial to boot empowers viable employing. profit, and consumer loyalty scores, and lessens
Future requirements and also the amount of remaining registration value munificently, creating maintainable
employee will be evaluated in light-weight of theoretic value for the organisation.
attrition rates and business development forecast for Whereas the employee value is calculable by
every workplace or unit. Conditions (calculated as web connecting the business unit performance and employee
demand = forecasted demand - expected attrition) will performance through a prophetic model. Attrition
be assessed exactly for each fundamental measure. The records, profile info, efficiency, performance info,
in-streams (newcomers) and also the out-streams (exits) output from employee’s lifetime esteem analysis,
within the gift quarter will anticipate the conventional remuneration and advantages info may be utilized for
range of employee within the following quarter. this investigation. assessed by foreseeing the attrition
Variables, for instance, attrition risk scores, business risk for each profile.
development figure and pipelines, range of employee in
every workplace, profit level, and past performance of Employee Sentiment Analysis
each employee will be incorporated to complement the
HR specialists need to gain organized and
prophetical models.
unstructured information from completely different
Managers will comprehend the real needs sources to create, enhance, or overhaul their drives.
by registering the excellence between [projected Employee sentiment analysis is viable than yearly
requirements] and [expected range of loyal employees]. employee overviews in obtaining real, valuable criticism.
 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3 119

This procedure includes following, breaking down, capacities to perceive how they impact data and analytics
and analysing key subjects that square measure most to make regard. Along these lines, HR divisions can
pertinent to representative notions over an amount, and empower superlative employee experiences that incite
might later be extended to a detailed ongoing procedure kept up whole deal preferences for the organisation.
[17]
. Such information will advance comprehension of an For instance, the client relationship management bunch
HR activity. predicts key parameters, for example, client lifetime
esteem, client agitate danger, thus on to empower the
Interior info is known with the actual HR activities organisation to enhance its client management. Thus
or modification, and to boot info from outer on-line the HR organisation (HRO) can adjust these kinds of
networking, as an example, Facebook, Instagram, and systematic methods to superimpose on their information
LinkedIn, is utilised for this examination. Business to pick up foreknowledge.
experiences from employee slant info will offer
associate in a nursing clear life of the result of various Ethical Clearance: Nil
graded elements on potency, business development, or
Source of Funding: Self
completely different targets.
Conflict of Interest: Nil
Employee Fraud Risk Management
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