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A Case Study On HR Metrics: Human Resource Accounting ACT 410

The document discusses a case study on using HR metrics to address high employee turnover rates of 25-27% at Experian, 3-4% higher than their target, by building a predictive model using 200 attributes to identify flight risks and reduce attrition rates by 2-3% over 18 months to save an estimated $8-10 million. It provides details on last year's turnover numbers, examples of flight risk factors like large team sizes, actions to take to address turnover, and accountability for results.

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Irfanul Hoque
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117 views3 pages

A Case Study On HR Metrics: Human Resource Accounting ACT 410

The document discusses a case study on using HR metrics to address high employee turnover rates of 25-27% at Experian, 3-4% higher than their target, by building a predictive model using 200 attributes to identify flight risks and reduce attrition rates by 2-3% over 18 months to save an estimated $8-10 million. It provides details on last year's turnover numbers, examples of flight risk factors like large team sizes, actions to take to address turnover, and accountability for results.

Uploaded by

Irfanul Hoque
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Course Name: Human Resource Accounting

Course Code: ACT 410

A Case Study on HR Metrics

Submitted By

Group Members ID
Mohammad Irfanul Hoque 192000502
Nusrat Zerin 182003602
Aishworzo Saha 193004202
Tasnim Rehnuma Chowdhury 182002102
Sunia Junnat 182001602

Submitted to

Mohammad Rokibul Kabir, PhD

Associate Dean,

Associate Professor of SoB & Director, Academic Programs,

School of Business Administration

East Delta University


Turnover at Experian
Employee attrition at Experian was a
problem. The company is facing levels
of turnover of 25-27% that are 3-4%
higher than they wanted it to be. Last
year, out of 600 employees, 120
employees left from which 4 were
senior managers of Experian.

By building a predictive model that


includes 200 attributes, including
team size and structure, supervisor BUSINESS IMPACT:
performance, and length of Estimated savings of $8,000,000 to $10,000,000 over
commute, they will be able to predict the next 18 months.
flight risk.

An example risk factor is teams of


more than 10 to 12 people. The
analytics team also identified flight
risk triggers: when someone moved
further away from the office, this
would increase immediate flight risk.

The predictive model will be rolled


out in multiple regions – with slight
differences to the predictive
algorithm. These insights, combine
with good management practices,
reportedly will result in a drop in
attrition of 2-3% over the next 18
months with an estimated saving of
$8,000,000 to $10,000,000.
Losing an estimated savings of Corp Goal: Decrease in Employee
Turnover
$8,000,000 to $10,000,000.

HR Metric: Drop in Attrition


Current Employee Turnover: The company is
facing levels of turnover of 25-27% that is 3-4%
higher than expected because of the current
employee attrition problem.
Last Year’s Employee Turnover: 20% of which 4
were senior managers
Best Turnover Rate in the Industry: 10%
Cause: An example of employee flight risk factor
is teams of more than 10 to 12 people and also
when someone moved further away from the
office, this would increase immediate flight risk.
Actions Required: By building a predictive model
that includes 200 attributes, including team size
and structure, supervisor performance, and
length of commute, they will be able to predict
flight risk.
Accountable Individual: The Analytics Manager
Result: Drop in employee attrition of 2-3% over
the next 18 months and an estimated savings of
$8000000 to $10000000.

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