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Predictive Analytics in HR Management

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 Indian Journal of Public Health Research & Development
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 I

Indian Journal of Public Health

Research & Development

www.ijphrd.com
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
management.
The new era of HR executives is moving from
settling on receptive choices exclusively taking into
account reports and dashboards towards connecting
business information and human asset information to
foresee future results. Predictive analytics for HR is
based on setting up the information-driven measurable
relationship between the objectives and activities of the
HR capacity and the achievement or disappointment of
an association in accomplishing key objectives. This
relationship can offer HR executives some assistance
with assessing the consequences of their choices and
devise a long haul technique.
We all know the US workforce is aging, with the
quantity of individuals 55 and more established holding
employments hitting a record 28 million in 2010. In
the meantime, the segment of individuals’ ages 16-24
in the work business sector was at the most reduced
level subsequent to the administration started following
in 1948, tumbling from 66% in 2000 to 55%, only 17
million of the general occupation base [1]. Leaving aside
the undeniable issue of where we get trade specialists
for the resigning workforce, these two employee
associates are entirely diverse. The ways associations
will procure and hold these employees going ahead
must be diverse also. Holding more seasoned specialists
requires maintenance programs that incorporate low
maintenance or undertaking based work. Enlisting
Gen-Xers and Gen-Yers requires new methodologies
and maintenance programs that should furnish them
with vocation improvement and decisions about where,
when and even to what extent to work every day. The
more seasoned accomplice is not yet as fascinated with
developing social advancements that are turning into the
essential method for correspondence and coordinated
effort for the more youthful workforce. The more
seasoned companion has an abundance of extremely
valuable scholarly capital that associations can’t bear to
lose. The more youthful gathering offers inventive and
innovative thoughts that are key to exploring today’s
advancements and financial difficulties and we should
see how best to tap their commitments.
As per research by NASSCOM, top-performing
organizations are three times more probable than
lower performers to be modern clients of analytics [2].
These early adopters of workforce analytics essentially
outperform. Organisations at the most elevated amounts
of ability examination work on, including the selection of
workforce analytics, have 8% higher deals development,
24% higher networking salary development and 58%
higher deals for each employee [3]. Today, organisations
can drive financial return on human capital investment
and enhance the quality the workforce conveys to
hierarchical execution using workforce analytics.
This paper accentuates how predictive analytics can
offer HR pioneers some assistance with scrutinizing the
issues natural to HR procedures. It likewise highlights
how some key HR challenges can be tended by utilizing
predictive analytics.
II. Significant Challenges Faced by HR
Every organisation tends to decrease costs, build
income, amplify operational proficiency, and spotlight
the key exercises to develop, support agility, and stay
profitable. HR pioneers consistently struggle to bolster
the business with the skilled workforce it needs, in
view of investing arrangement and energy prerequisites
[4]
. One difficulty an organisation countenance is the
point at which it arrange to dispatch another line of
administrations or items in selecting the right individuals
for the occupation in time for execution. Likewise,
organisations bear certain expenses when capacity
ability leaves the organisation [5]. It is awful when
representatives quit not long after in the wake of taking
an interest in a costly preparing program supported by
the organisation. Is there an approach to predict such
risks and decrease the costs associated with them?
Other such questions to be addressed by HR
leaders include:
Talent acquisition and resource management
• How would we have the capacity to get the right
ability? By what means would we have the capacity to
pick which profiles are perfect for the normal set of
working responsibilities?
• How would we have the capacity to think high-
worker regard?
• How would we have the capacity to hold and
interface with our top capacity?
Workforce administration
• How would we have the capacity as far as
 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3
possible preferably?
• How would we have the capacity to diminish
employee fraud risk to ensure our brand image?
• How would we have the capacity to influence
casual association data to ensure delegate driven HR
operations?
Performance and learning
• How might we have the capacity to increase
more prominent quality from our preparation
programs?
• How might we have the capacity to the right
workers for preparing?
III. Applying Predictive Analytics in HR
Several organisations have proactively opted
predictive analytics for his or her business functions,
as an example, finance and risk, client relationship
management, selling and sales, and producing.
This empowers them to create choices over a scope
of activities, as an example, client retention, sales
Predictive, insurance rating, and campaign management,
provide chain optimization, credit marking, and
research[6].
By foreseeing what each client loves, the sales
and selling performers will decide on viable selections
on product recommendations. Moreover, finance team
draws upon predictive modelling and illustration for
effective money analysis, which diminishes money
risk [7]. Organizations are investigating new potential
outcomes for befitting mistreatment the steady
increasing intensive volumes of knowledge.
Organizations will mine progressive info known
with turnover, investment in training programs, nature
of contracts, and alternative basic components of HR
administration. This may be used to create applied
math models that gauge possibilities and foresee future
conduct and patterns crosswise over key HR range.
To adopt predictive analytics, HR pioneers need an
organized info supply that’s adjusted to the business [8].
Whereas HR processes like enlisting and resourcing,
men administration, performance and learning,
payroll, and time management typically use structured
knowledge sources, these are solely integrated with one
another. The thanks to utilizing predictive analytic and
117
acknowledging most extreme benefits from the HR info
lays in binding the data supply to important business
results[9].
The HR’s, in addition, wants ability to utilize
systematic devices with success supervise talent and
enlisting info. HR personnel should be ready adequately
to assume an important half in business development by
proficiently utilizing examination. HR pioneers have
to be compelled to guarantee that examination and its
results are adjusted to business objectives [10].
IV. Key Areas Where Predictive Analytics Can
Create Value
Employee Profiling and Segmentation
Predictive analytics is used for viable talent
management by accurate identification and segmenting
employee. Dividing the present employee can give
management some help with understanding the men
higher. The teachings from this division procedure
are connected with success characterizing employee
presently [11]. Predictive analytics acknowledges
employee with specific training desires and additionally
acknowledge trends in zones, as an example, program
incoming, diversity, and so on.
Employee demographics, skills, instructional
background, experience, and designation is consolidated
with knowledge on roles and responsibilities to create
such parts. Organizations will accomplish higher
employee satisfaction and higher relationship with the
employee by choosing necessary programs for sections
that square measure probably to advantage the foremost
from these initiatives.
Predictive analytics techniques are additionally
connected to those phases to anticipate the standing of
every employee to profit from learning opportunities or
capitalize new undertakings each at the person and in
addition segment level. Taking this into consideration,
the HR division will set up learning programs or
open new doors for these gatherings. Getting ready
destinations need to be adjusted to explicit objectives to
measure the impact of HR activities and arrangement for
what is to return.
Employee Attrition and Loyalty Analysis
The attrition risk score of individual employees will
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
the potential attrition of high performing arts employees,
guarantee business continuation and acknowledge loyal
employees [12].
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
attrition.
At a private worker level, predictive risk models
will be accustomed produce triggers to caution the HR
performs concerning the potential loss of the employee.
These cautions will be set at numerous edges for each
worker visible of the organisation’s desires.
By partnering attrition risk score with worker
performance info, the HR division will distinguish
high-performing employees. Performing this activity
sometimes can give the organization some help with
reducing potential attrition [13].
Forecasting of HR Capacity and Recruitment
Needs
By foreseeing conditions for HR capability
and enlisting, organisations will optimize resource
utilization and support correct development and edges.
HR managers will produce gets prepared for plans for
enlisting, training, and infrastructure development [14].
Precise crucial to boot empowers viable employing.
Future requirements and also the amount of remaining
employee will be evaluated in light-weight of theoretic
attrition rates and business development forecast for
every workplace or unit. Conditions (calculated as web
demand = forecasted demand - expected attrition) will
be assessed exactly for each fundamental measure. The
in-streams (newcomers) and also the out-streams (exits)
within the gift quarter will anticipate the conventional
range of employee within the following quarter.
Variables, for instance, attrition risk scores, business
development figure and pipelines, range of employee in
every workplace, profit level, and past performance of
each employee will be incorporated to complement the
prophetical models.
Managers will comprehend the real needs
by registering the excellence between [projected
requirements] and [expected range of loyal employees].
Case in purpose, suppose a specialty unit with fifty
people wants sixty people within the following quarter.
The common attrition risk score for 6 of those people is
fifty percent, thus there’s a high chance that 3 of them
can leave the association.
Predictive analysis will anticipate the combination
necessity from quarter to quarter. It is to boot minimizes
the gap between ‘what range of to recruit’ and ‘what
range of employee’ but very much like may be expected
to forestall revenue leak. dominant a number of latest
contracts and causing maintenance gets prepared for
existing workers with high attrition scores empower HR
to viably address enlisting wants while not experiencing
over employing or below employing problems[15] .
Appropriate Recruitment Profile Selection
Attrition in elements connected with high prices
of contracting prompts noteworthy losses for the
organization. By analysing the knowledge for current
employees, as well as performance and productivity
indices, attrition details, and lifetime esteem, HR will
attain the proper profile for each potential employee [16].
An applied math relationship between staff esteem
and profile variables, for instance, education, coaching,
and knowledge empower HR to acknowledge the
foremost appropriate profiles. This expands quality,
profit, and consumer loyalty scores, and lessens
registration value munificently, creating maintainable
value for the organisation.
Whereas the employee value is calculable by
connecting the business unit performance and employee
performance through a prophetic model. Attrition
records, profile info, efficiency, performance info,
output from employee’s lifetime esteem analysis,
remuneration and advantages info may be utilized for
this investigation. assessed by foreseeing the attrition
risk for each profile.
Employee Sentiment Analysis
HR specialists need to gain organized and
unstructured information from completely different
sources to create, enhance, or overhaul their drives.
Employee sentiment analysis is viable than yearly
employee overviews in obtaining real, valuable criticism.
 Indian Journal of Public Health Research & Development, July-September 2017, Vol. 8, No. 3
This procedure includes following, breaking down,
and analysing key subjects that square measure most
pertinent to representative notions over an amount, and
might later be extended to a detailed ongoing procedure
[17]
. Such information will advance comprehension of an
HR activity.
Interior info is known with the actual HR activities
or modification, and to boot info from outer on-line
networking, as an example, Facebook, Instagram, and
LinkedIn, is utilised for this examination. Business
experiences from employee slant info will offer
associate in a nursing clear life of the result of various
graded elements on potency, business development, or
completely different targets.
Employee Fraud Risk Management
Predictive analytics strengthens internal fraud risk
management by enabling a relationship to recognize
employees who are at high risk of rebelliousness
with the organisation’s security approach or diverse
principles and regulations. Organisations can make a
fraud risk score by separating employee activity data
and scene data using genuine showing frameworks. This
can guarantee the organisation’s picture and notoriety,
and forestall conceivable money related loss [18].
Information relating to employee action, profiles,
demographics, framework and social data, favoured
access data, standards and methodology data can be
associated with episode risk in the predictive model.
CONCLUSION
To have more noteworthy and key impact in the
organisation, the HR function needs to move past
insignificant answering to exact forecast. As opposed
to just making responsive reports, it needs to grasp
progressed analytics and predictive methods that support
vital hierarchical objectives.
Usage of predictive analytics in HR includes
utilizing critical data to take care of specific business
issues. Predictive analytics offers organisations some
help with containing HR-related expenses while
developing high performing employees.
Predictive analytics might be uncharted space for
HR, along these lines to totally comprehend its points
of interest, HR work power need to collaborate with
the various claim to fame units and client confronting
119
capacities to perceive how they impact data and analytics
to make regard. Along these lines, HR divisions can
empower superlative employee experiences that incite
kept up whole deal preferences for the organisation.
For instance, the client relationship management bunch
predicts key parameters, for example, client lifetime
esteem, client agitate danger, thus on to empower the
organisation to enhance its client management. Thus
the HR organisation (HRO) can adjust these kinds of
systematic methods to superimpose on their information
to pick up foreknowledge.
Ethical Clearance: Nil
Source of Funding: Self
Conflict of Interest: Nil
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