International Journal of Innovative Technology and Exploring Engineering (IJITEE)

ISSN: 2278-3075, Volume-9 Issue-5, March 2020

HR Analytics using R-Machine Learning

Algorithm: Multiple Linear Regression Analysis
A. M. Mahaboob Basha, J. Srivani, B. Ankaiah, U. Dadakalandar, T. Srinivaslulu

Abstract: The purpose of empirical research study to know II. REVIEW OF LITERATURE
the impact of various HRD practices and its impact on predictor
(job satisfaction). The structured survey research instrument was M. R. S. Surya Narayana Reddy et al [1] the existing HRD
used to gather the data from 500 sample respondents. The climate will influence a lot on productivity of employees,
questionnaire was validated with pilot study and data was with employee job satisfaction. In all scenarios witnessed about
crone Bach’s alpha reliability test. The results of the outcome HRD practices positively will influence the employee
validated with R-Machine Learning Algorithm, multiple linear
regression analysis with the help of train data and test data performance in the organization.Federici et al [2] the study
(30:70) ratio. Furthermore results reveals corrgram plot, matrix attempts to investigate, weather career planning and
correlation plot and validation of data with validation match test development will enhance the performance of employee in
among various HRD practices and it’s inter relationship. The organization. He also proposed that, the employee high
analysis supported with various reviews which include both performance work practices also will influence the
western and Indian reviews. The study can be generalized to any
performance of employees. Lina Hamdan Mahmoud
sector wherever HRD practices can be implemented. The study
feasible/applicable to social implications and employee concern Al-Abbadi [3] started research to investigate with 600
problems and related productivity. The study provides new samples, regarding influencing factors of employee job
insights to the readers and analysis which was not published by performance. He witnessed that, the employee commitment
any other in the relevant topic related machine learning algorithm and dedication mediates the significant positive impact on
in analytics world.
employee performance in the organization.(Srinibash Dash &
Uma Charan Patti [4] conducted a research work in the area of
Keywords: HR analytics, HR analytics with machine
learning, analytics, machine learning algorithm, Analytics, employee growth and high performance in IT companies,
Human Resource analytics etc., depicts that, HRM is a continuous process which influence the
performance of employees and contemporary issues need to
I. INTRODUCTION be handled in the area of HRM practices for the wellbeing of
employees. The major skill enhancement programs in IT
The main purpose of HR analytics was to take effective and industry will plays a significant role for the enhancement of
skills of employees in the organization.Zeinab Inanlou &
efficacy in the decision making process of human resource
management. The HR analytics showed the third priority in Ji-Young Ahn [5] the outcome of the research showed that,
the Google trend analysis. The present study is concerned to employee communication, trust, positive organizational
predictive analytics of machine learning algorithm. The commitment, appreciation for innovativeness, employee
researcher is going to apply the predictive analytics concept to participation in decision-making, employee training are the
predict the impacting factors on employee job performance. positive influencing aspects of employee performance in the
The analytic process was begun by dividing the total data into organization. Jae Young Lee et al[6] organized a research
30:70 ratios. The training data comprises of 30% and to study in the area of HRD practices, the top level management
validate with testing data with remaining 70%. The outcome support, employee attitude; employee-employer relationship
of the research proved with variety of plots like: residual will plays significant results on job performance at work
plots, standardized residual plot, Normal Q-Q plot, space. Even the results also evident that, the employee
correlation grid plot, correlation plot, scatter matrix plot, train commitment and dedication will play a significant impact on
and test data related plot etc. work performance. The top management assistance will
moderates the employee performance in the organization.
Sagwa et al [7] the mediating role of employee outcomes
plays a significant role in the relationship between HRMP and
firm performance, the researcher used cross sectional
descriptive survey was used and the response rate was 60%.
Tehmina Sattar et al [8] researcher attempted to reveal the
Revised Manuscript Received on March 05, 2020. employee engagement role in between the employee job
Dr. A. M.Mahaboob Basha, Associate Professor, In charge- HoD,
Audisankara College of engineering & Technology (Autonomous) Gudur. satisfaction and employee job performance. Vermeeren.B et
Mrs. J.Srivani, Associate Professor in Audisankara College of engineering al [9] reveals that, HR practices are directly and indirectly
& Technology (Autonomous), Gudur.
Mr. B.Ankaiah, Research Scholar, Yogi Vemana University.
Mr. U. Dadakalandar, Research Scholar, Diorama Simhapuri University,
Nellore.
Mr. T. Srinivaslulu, Associate Professor, in Audisankara College of
Engineering & technology(Autonomous).

Retrieval Number: E2789039520/2020©BEIESP Published By:

DOI: 10.35940/ijitee.E2789.039520 Blue Eyes Intelligence Engineering
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 HR Analytics using R-Machine Learning Algorithm: Multiple Linear Regression Analysis

linked to the three different outcomes. They are financial Graph.2: Scatter Plot Matrix
outcomes, organizational outcomes and human resource
outcomes. The outcome of HR and organizational outcomes
provides substantially larger than their impact on the outcome
of financial aspects. Ahmed Mohammed Sayed Mustafa &
Julian Seymour Gould-Williams [10] reveals about the high
performance HR practices are significantly positively related
to employee outcomes. Daniel Eseme Gberevbie [11] study
reveals that enhanced quality in service delivery required the
competent employees in the organization. Also, witnessed
that, the strategic HR practices reveals enhances the employee
The scatter plot matrix shows reveals the
competences in the organization. Rebecca R. Kehoe &
association/relationship between the variables. The employee
Patrick M. Wright [12] conducted a research study market job performance has shown the positive relationship with the
outcomes and firm level performance is depends upon coaching and counseling, employee compensation and
strategic human resource development practices in the rewards cum awards. It can be infer that, almost all variables
organization. The overall literature explains about, the have shown positive tendency/behavior towards employee
employee job performance depends upon the many factors job performance.
which will influence in positive manner to wards
organizational and individual development. Graph 3: Scatter plot Matrix

III. RESEARCH METHODOLOGY

By nature, it is a descriptive research design. Here both
descriptive and inferential statistics were used to test the
relationship existed in the variables.
 Data Sources: Both primary and secondary data
sources were used to conduct the research.
 Sample Size: From the procedure of sample size
determination 500 samples were taken.
 Sampling Method/Technique: The stratified
Random sampling was applied. The scatter plot matrix-II also showed the pattern of output.
 Sampling Frame/Unit: Taken all employees from The employee job performance is positively associated with
three levels (top, middle, lower). employee performance appraisal followed by training and
 Sampling Tools: Machine learning algorithm of development, career planning and development. All the
multiple liner regression analysis independent variables are having strong
 Software’s: R-Programming language was used. association/relationship with employee job performance in
. the organization.
Graph 4: Corrgram Graph
IV. DATA ANALYSIS AND INTERPRETATION

Graph.1: Data Validation Test

The corrgram graph reveals the relationship on the basis of

The above graph reveals that, the total data has been divided colors. The employee job satisfaction has shown the positive
into training and test data in the portion of 30:70. The data relationship with employee compensation and rewards cum
validation has shown 90% accuracy in the data analysis. awards. In corrgram graph, if the bubble color is dark blue, it
Hence, it can be conclude that, both train and test data has shows strong relationship and if the navy blue that shows
shown equal tendency/behavior in the analysis. weak relationship and if it is in dark red, it shows no
relationship. So, it can be proved that almost all variables
have proved that, almost all variables have shown positive
relationship with the
variables.

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DOI: 10.35940/ijitee.E2789.039520 Blue Eyes Intelligence Engineering
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 International Journal of Innovative Technology and Exploring Engineering (IJITEE)
ISSN: 2278-3075, Volume-9 Issue-5, March 2020

Graph 5: Correlation Grid Matrix

The scale value shows that, the relationship with all

independent variables like: appraisal of employee
performance, training and development, career planning and
development, employee compensation and rewards and
awards will have significant influence on employee job
The correlation grid matrix shows the relationship in terms of
performance. All the values are concentrated at the middle
numbers. The employee training has shown 0.75 (strong)
which shows the nature of influencing factors.
relationships with job performance followed by counseling &
Graph 9: Correlation Matrix Plot with line
coaching, career planning and development have shown the
positive relationship with the employee job performance. It is
a mixed pattern of both color combination with numbers.
Hence, it can be conclude that, all most maximum number of
variables has shown the positive tendency with the job
performance of employees in the organization.
Graph 6: Standardized Residuals

From the above graph reveals that, employee job satisfaction

is positively associated with the training and development.
The trend line moving from left to right has shown the
positive relationship with the variable. The variable: Training
and development is positively associated with the employee
Cook’s distance is used to identify the outlier’s existed in the job performance in the organization.
data. It is used to identify the influencing factors in the Graph 10: Correlation Matrix Plot with line
dataset. The point 266 which shows the highest distance in the
data points. It will impact on R value. Adding or removing can
change the data analysis.

Graph 7: Normal Q-Q Plot

The scatter plot matrix also, showed the positive tendency in

the analysis. Even the coaching & counseling also showed the
same tendency towards job performance. In fact, the
movement of values from left to right showed the positive
tendency in the analysis.
Graph 11: Correlation Matrix Plot with line
In general Q-Q plot is used to check the quantiles of the
dataset. It can be used to check, weather the data is normally
distributed among the points in the analysis. And it also
reveals that, weather two points are come from same
distribution or not, can be identified with the Normal Q-Q
plot. The absence of normality, either it may lead towards
right or left, it can be analyzed with the help of Q-Q
distribution plot.
Graph 8: Standardized residuals with fitted value

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DOI: 10.35940/ijitee.E2789.039520 Blue Eyes Intelligence Engineering
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 HR Analytics using R-Machine Learning Algorithm: Multiple Linear Regression Analysis

Even higher the employee performance appraisal, the more algorithm multiple linear regression analysis has given
that we can expect in employee job performance. Hence, it 90% accuracy in the outcome variable which is employee
can be conclude that the employee performance is depends up job performance. The employee job performance is being
on the employee performance appraisal. influenced by performance appraisal, training and
Graph 12: Correlation Matrix Plot with line development, coaching and counseling, rewards and
awards, career planning and development will plays a
significant role in the development of employee
performance

REFERENCES
1. M. R. S. Surya Narayana Reddy, Dr.T.Naryana Reddy, &
Dr.C.Viswantha Reddy. (2019). Mediation Effect of HRD Mechanism
between Octapace Culture and Job Satisfaction – A Study.
International Journal of Management Studies, 1(1), 47–53.
2. Federici, E., Corine Boon, & Hartog, D. N. Den. (2019). The
The career planning and development has shown the neutral moderating role of HR practices on the career adaptability–job crafting
relationship: a study among employee–manager dyads. International
tendency towards employee job performance. The line which Journal of Human Resource Management, 0(0), 1–29.
shows the almost straight line which proved that, employee 3. Lina Hamdan Mahmoud Al-Abbadi. (2018). The Impact of High
job performance is slightly being influenced by career Performance Human Affective Commitment. Global Journal of
planning and development. Management and Business Research: A Administration and
Management, 18(4).
Graph 13: Correlation Matrix Plot with line 4. Srinibash DASH, & Uma Charan PATI. (2018). The effect of HRD
practices for high- performance work systems: An empirical study on
IT industries in India. Espacios, 39(41).
5. Zeinab Inanlou, & Ji-Young Ahn. (2017), The effect of organizational
culture on employee commitment: A mediating role of human resource
development in Korean firms. Journal of Applied Business Research,
33(1), 87–94.
6. Jae Young Lee, Sunyoung Park, & Rose Baker. (2017). The
moderating role of top management support on employees’ attitudes in
response to human resource development efforts. Journal of
Management & Organization, 1–19.
https://doi.org/10.1017/jmo.2017.37
Even the employee compensation, also an influencing factor 7. Sagwa, E. V., K’Obonyo, P., & Ogutu, M. (2015). Mediation Effect
by employee job performance. The compensation plays a of Employee Outcomes in the Relationship between Human Resource
Management Practices and Performance of Firms Listed on the Nairobi
significant role on performance. Higher the compensation, Securities Exchange. Journal of Emerging Trends in Economics and
higher will be the employee job performance. Almost all Management Sciences, 6(4), 237–244.
variables have shown the positive tendency towards, 8. Tehmina Sattar, Khalil Ahmad, & Syeda Mahnaz Hassan. (2015).
employee job performance. Role of Human Resource Practices in Employee Performance and Job
Satisfaction With Mediating Effect of Employee Engagement.
Pakistan Economic and Social Review, 53(1), 81–96.
V. RESULTS 9. Vermeeren.B, Steijn.B, Tummers.L, Lankhaar.M, Poerstamper.R.J,
& Beek.S, V. (2014). HRM and its effect on employee, organizational
 The trained and test data has shown the accuracy of and financial outcomes in health care organizations. Human Resources
90% in the analysis. That means that our predicted for Health, 12, 35.
algorithm has given the optimum solution in the given 10. Ahmed Mohammed Sayed Mostafa, & Julian Seymour
phenomenon. Gould-Williams. (2014). Testing the mediation effect of person –
organization fit on the relationship between high performance HR
 Both the correlation grid matrices have shown, all the practices and employee outcomes in the Egyptian public sector. The
values have shown the positive impact on employee International Journal of Human Resource Management, 25(2),
job performance. 276–292. https://doi.org/10.1080/09585192.2013.826917
 The corrgram graph also showed there are more blue 11. Daniel Eseme Gberevbie. (2013). Impact of Human Resource
Development and Organizational Commitment on Financial Sector
colors that can be seen in the analysis, which shows Employees in Nigeria. Annals of the Alexandru Ioan Cuza University -
that all most all values are positively impact. Economics, 59(2), 29–41.
 The performance appraisal has shown the positive 12. Rebecca R. Kehoe, & Patrick M. Wright. (2013). Journal of
relationship with job performance in the organization Management. Journal of Management, 39(2).
 Even, the scatter plot also shows the positive impact
with the employee job performance in the AUTHORS PROFILE
organization. Dr. A. M.Mahaboob Basha, Associate Professor,
 The scatter plot training and development also has In charge- HoD, Audisankara College of
engineering & Technology (Autonomous) Gudur.
shown the significant positive relationship with the Having 12 years of teaching experience along with
employee job performance in the organization. reputed publications. Published a book in the name
 All the variables have shown the positive relationship of “Measuring Customer Satisfaction in 2017”.
with the employee job performance in the Received Ph.D from Vikrama Simhapuri
University
organization.

VI. CONCLUSION
From this it can be conclude that R-machine learning

Retrieval Number: E2789039520/2020©BEIESP Published By:

DOI: 10.35940/ijitee.E2789.039520 Blue Eyes Intelligence Engineering
1182 & Sciences Publication
 International Journal of Innovative Technology and Exploring Engineering (IJITEE)
ISSN: 2278-3075, Volume-9 Issue-5, March 2020

in 2016.Qualified UGC-NET-JRF in 2012. Qualified AP-SET in 2015

from Osmania University and received best faculty award from
ASCET in 2019.

Mrs. J.Srivani, Associate Professor in Audisankara

College of engineering & Technology (Autonomous),
Gudur. Having 10 years of teaching experience and
specialized in the area of human resource management
practices. Having good no.of publications in reputed
international journals. Attended various national and international
conferences.

Mr. B.Ankaiah, Full-Time Research Scholar in Yogi

Vemana University, conducting a research study on HRD
practices in transport Industry. Having good academic
track record with reputed publications in various
international journals. Attended various national and
international conferences. Made an extensive contribution for review of
literature for current research study in the area of human resource
management practices.

Mr. U. Dadakalandar, Full-Time research Scholar in

Diorama Simhapuri University, Nellore. Received
Maulana Azad National Fellowship from central Govt.of
India. Currently a research study in the area of, “the
Scio-Economic Impact of Pilgrimage Tourism in South
India. Published good no.of articles in reputed journals and attended various
national and international conferences.

Mr. T. Srinivaslulu, Associate Professor having 7 years

of teaching experience, at present working in
Audisankara College of Engineering &
technology(Autonomous) as an Asst.Professor. Have
good no.of publications, in the field of management
studies.

Retrieval Number: E2789039520/2020©BEIESP Published By:

DOI: 10.35940/ijitee.E2789.039520 Blue Eyes Intelligence Engineering
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