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HR Analytics To Track Employee Performance

The presentation explores HR analytics' role in optimizing employee performance, highlighting its benefits, challenges, and ethical considerations. It discusses how data-driven approaches can predict employee attrition and improve workforce management through machine learning and various analytical tools. Key factors influencing attrition include age and job role, with recommendations for addressing overtime and refining predictive models.

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Sakshi Sonavane
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46 views9 pages

HR Analytics To Track Employee Performance

The presentation explores HR analytics' role in optimizing employee performance, highlighting its benefits, challenges, and ethical considerations. It discusses how data-driven approaches can predict employee attrition and improve workforce management through machine learning and various analytical tools. Key factors influencing attrition include age and job role, with recommendations for addressing overtime and refining predictive models.

Uploaded by

Sakshi Sonavane
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HR Analytics to Track

Employee Performance
Explore the power of HR analytics in optimizing employee
performance. This presentation will discuss its benefits, challenges,
and ethical issues. Discover how data-driven approaches can
transform workforce management.

by Sakshi Sonavane
The Role of HR Analytics
HR analytics integrates data sources for meaningful insights. It
reveals employee behaviour, performance trends, and alignment
with organizational goals. KPIs and AI/ML enhance our ability to
predict outcomes. Unlock the potential of HR analytics.

1 Enhanced 2 Efficient Resource


Engagement Use
Boost employee Optimize allocation and
involvement. management.

3 Informed Decisions
Make strategic choices with confidence.
HR Attrition Analysis
HR attrition can signal underlying problems within the company. High attrition rates lead to increased costs in
interviewing and training. HR managers use analytics to predict potential departures and take proactive measures.

Age Income

As age increases, attrition decreases. Lower monthly income, higher attrition.


Proposed System of HR
Analysis
The system of HR Analysis involves data pre-processing, processing,
and post-processing to predict employee attrition. The max-out
feature selection technique was utilized for the dimension reduction
stage.

Data Pre-processing

Processing

Post-Processing
Machine Learning Workflow

The machine learning workflow comprises of data collection, pre-processing, model building and model evaluation. The IBM HR employee dataset was utilized for learning model
building and model evaluation process.

Collect Data 1 Pre-process


2

4
Evaluate Model Build Model
3
Tools Used in HR Analysis
Various tools such as Google Collab, Jupyter Notebook, and Power
BI are used in HR analysis. Dash and Flask are utilized for web
application development, while Plotly aids in interactive data
visualization. Explore these tools for effective HR analytics.

Google Collab Jupyter Power BI


Notebook
Performance by Gender and Department
IBM has 60% male and 40% female employees. Most work in R&D (65.4%), followed by Sales (30.3%). HR has the
smallest representation (4.29%). Gender and department diversity are key factors in HR analysis.

Gender Distribution
Department Insights
Attrition Factors: Age and
Job Role
Attrition decreases with age. Research Directors show less attrition.
Laboratory Technicians have the highest attrition rate. Understand
key factors influencing employee turnover.

Age
Attrition decreases as age increases.

Job Role
Varies significantly by position.
Key Takeaways and Next Steps
Machine learning models can help analyze employee attrition. Overtime significantly impacts attrition rates.
Prioritize employee well-being and address overtime concerns. Refine ML models for better predictions.

1 Address Overtime 2 Refine Models 3 Monitor Trends


Reduce the impact of overwork. Improve predictive accuracy. Track changes in attrition rates.

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