Hi. I am researching the effect of implementing HR Analytics on employees' intention to leave. If anyone has researched this topic or has experience in their organization, please shed light on the following:
1. In which areas of HR does the implementation of HR Analytics change the employee mindset towards separation? Does this really happen?
2. Do you believe this research area has potential and would be valuable for corporations?
3. What parameters need to be included in the questionnaire to obtain the most validated results? Will these parameters be the drivers leading to the intention to leave?
Thanks.
From India , Jaipur
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1. In which areas of HR does the implementation of HR Analytics change the employee mindset towards separation? Does this really happen?
2. Do you believe this research area has potential and would be valuable for corporations?
3. What parameters need to be included in the questionnaire to obtain the most validated results? Will these parameters be the drivers leading to the intention to leave?
Thanks.
From India , Jaipur
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Implementing HR Analytics in all functions is very easy, but the decision on the results of analytics is very critical. The decision on analytics plays a major role in predictive analytics. Only a few leaders succeed in decision-making skills based on analytics.
All the best!!!
From India, Mumbai
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3All the best!!!
From India, Mumbai
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Thank you for your input.
What you said is true to every word, but does HR analytics make an impact on lowering the attrition rate? If we need to survey this, who is the best person to answer: employees or HR analytics practitioners?
Thanks
From India , Jaipur
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What you said is true to every word, but does HR analytics make an impact on lowering the attrition rate? If we need to survey this, who is the best person to answer: employees or HR analytics practitioners?
Thanks
From India , Jaipur
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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.
Thank you.
From United Kingdom
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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.
Thank you.
From United Kingdom
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Hi Deepti,
This is quite an interesting topic, but currently, it may not be a good idea to proceed with implementation if the objective is to predict an employee's thoughts on whether he/she is planning to exit the organization.
The first challenge would be gathering and standardizing the data that the system is supposed to use. Most of the time, this data comes from exit interview forms, involuntary exit reports, etc. The accuracy of the data in these sources would be a question. If we were to rely on the experience of age-old experts, 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 have already exited so that data analysis can be done for stereotyping, we may face data privacy issues under regulations such as GDPR norms, for example.
Instead of focusing on predicting employees' intentions to exit and 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 potential to induce exits and revenue damage.
From India, Bengaluru
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This is quite an interesting topic, but currently, it may not be a good idea to proceed with implementation if the objective is to predict an employee's thoughts on whether he/she is planning to exit the organization.
The first challenge would be gathering and standardizing the data that the system is supposed to use. Most of the time, this data comes from exit interview forms, involuntary exit reports, etc. The accuracy of the data in these sources would be a question. If we were to rely on the experience of age-old experts, 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 have already exited so that data analysis can be done for stereotyping, we may face data privacy issues under regulations such as GDPR norms, for example.
Instead of focusing on predicting employees' intentions to exit and 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 potential to induce exits and revenue damage.
From India, Bengaluru
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Such studies will significantly reduce losses from the sudden dismissal of key employees.
From Ukraine, Kyiv
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From Ukraine, Kyiv
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This is a really interesting topics. It would be great if anyone has the end results on this...
From India, Ahmedabad
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From India, Ahmedabad
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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
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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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Employee's intention to leave may depend on a lot of factors, be it personal or professional reasons. So, using HR analytics might not provide you with accurate results.
I hope you found this information useful.
If you wish to know more about labor laws, contact me at 8356832404.
From India, Thane
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I hope you found this information useful.
If you wish to know more about labor laws, contact me at 8356832404.
From India, Thane
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