HR Analytics

Chennai, Hyderabad, Kolkata, Bengaluru, Delhi , Mumbai, Raipur,

Sambalpur, Ahmedabad
Process
• Module 1
• What is HR Analytics?
• Stages in HR Analytics
• Basics of Any Analytics
• Module 2
• Getting to Know Tableau
• HR Dashboard
• Analyzing Attrition Pattern
• Module 3
• Discovering Associations
• Predictive Analytics
• Classification and Regression
• Module 4
• Self service Analytics- The Beginning
• Demonstration of BigML
• Future Directions
Some Insights- With HRA
https://www.forbes.com/sites/joshbersin/2013/02/17/bigdata-in-human-resources-talent-analytics-comes-of-
age/#14a406114cd0
Same turnover rates, different impact
• Examined data from 5,631
employees and 75 work units in
hospitality sector
• Linked turnover rates with
customer service quality scores
and engagement survey
questions

Key Insight: High turnover is only problematic under certain conditions

 Experience needed. But not too much…

• Collected data from 350+ stores

of a major retailer
• Predicting store revenue per
square foot
• Examined effects of attrition and
store manager tenure; controls
for structural characteristics
• Tenure positively related to
sales, but only to a point; after
which it is negative
Key Insight: More management experience is not necessarily better.
Some more quick cases….
So, finally, what is HRA
• Systematic data collection and analysis designed to improve talent
and business-related decisions
The Connection

Time
PIM

Learning

HRIS

Compensation
R&S

Payroll
Consider this case….
• In April 1993, an emergency requirement came from the United
Nations to the Indian Army, to support their operations in
Mozambique.
• The team had to get deployed by May first week.
• The team had to be of 14 to 17 people.
• They had to work with similar people from 23 countries.
• Local language was Portuguese.
• Participating countries were Japan, Russia, US, Canada, Malaysia etc.
out of which not more than 50% spoke English.
• Indian team will be split up and deployed as no UN team can have
more than one person from one country.
• Telephone in the country was rudimentary and confined to three cities.
• Postal system was in disarray and the postal system of the neighboring
country had to be used.
Constraints
Medical facility was extremely poor. Cases had to be evacuated to Johannesburg in South
Africa using Swiss air evacuation.

Country was high in AIDS.

The sexual habits were different from India and promiscuity was very common.

There is no direct flight. The country had only 3 aircrafts, one of which made shuttles to
Europe and back every alternate day, one was for local use and one to South Africa.

The team leaders would be selected on reaching the country.

The team leader may be anyone from the country and therefore everyone had to be
competent enough yet, the person may not be a team leader but only a member.

Advanced country team members could often overrule the team leader.
 Total officer available in the Army – 46,000

Requirement Time available: one week?

1. High performers – ACR grading 8/10 or 9/10 only.

2. Should have been qualified in DSSC
3. Should not miss out on their promotion in the country
because of not completing some mandatory criteria
related to job exposure.
4. Should have no history of ailments.
5. Should not have any important family issues.
6. Should be known for innovative thinking.
7. Should have high scores in tolerance for ambiguity.
8. Should have excellent cross cultural skills.
9. Should be willing to cook on his own.
10. Excellent self discipline and no record of sexual weakness.
The pressure….
 After two meetings Army could not proceed. It would have
taken one to two months which was the usual lead time for
such a task.
 So Army intimated it to the Army headquarters who told the
Managed
same to to get theofteam
Ministry by mid
Defense and May
then(After 45 days),
to Ministry of Foreign
Affairs.
somehow!
 Then then Secretary General of UN made a phone request
to the PM.
 Kofi
And Annan
Now: whotime
Target was then Deputy Secretary
100 minutes after the General and
criteria approval.
earmarked as the next Secretary General was in charge of
Usually takes 20 to mission
the Mozambique 30 minutes since most
and going criteria
by earlier are
performance
of Indianand
repetitive officers
havehe wanted
been Indian
catered for.Army Officers in his
team.
 PM directly intervenes to the Army Chief.
Stages in HRA
Stages in HRA

Predictive Analytics
What can happen?

Analysis and Monitoring

Value Add

Why did this happen?

What is happening now?

Reporting
What happened?

Complexity
Stages in HRA

Hindsight Insight Foresight

Visual Analytics-Constructing HR
Dashboard
Introducing Tableau
Understanding the Situation and Data
• Situation
• Let us begin with a small company
• Data given in Excel format
• Let us identify the necessary measurement metrics
• Build the dashboard
Data

Data Available as: 01_Dashboard_Dataset.xls

Process-Building Dashboard

Converting to Choosing
Using
Raw data Dimensions appropriate Fine tuning
visualizations
and Measures metric
Basic Steps

Measures of
Data Measures of
Central Correlations
Representation Dispersions
Tendency

Positive/Neg
Frequency Graphs Distributions Mean Median SD Quartiles Coefficients
ative
The First Step
• Connecting data
• Dimensions
• Measures
• Hierarchies
• Grain
 Central Tendency
Dispersion

Data Representation

Correlations
Titanic
Quickly Find Out

277/112
• Total number of second class passengers and how many survived?
• How many lifeboats Titanic had? How many total passengers were
picked up by lifeboats? 20/488
• Of all the passengers picked up by lifeboats, 1 died. In which lifeboat
number did this happen? What was the name of this passenger?
What was the profession of this persons spouse? 8/Edith Pears/Of Independent Means
• Identify the job category of the largest group of survivors.
Personal Maids
• What is the average age of survived male passengers? 27.907
• Of all people who joined Titanic (boarded) at this port nobody
survived. Identify the port. Belfast
Reporting Attrition Problem to the BoDs
• Have a look at attrition data of a company
• First Task
• Building a visual analytic dashboard about the attrition (For example: who is leaving
the company, from which division, gender wise, number of years of service etc)
• Use basic statistics, dispersion, distributions, scatter plots or in short ANY of the
visual graphics to identify pattern in attrition.
• Can we see any specific pettern?
• Second task
• Discovering Associations in Data
• Can we build a predictive model to identify the potential employees like to resign?
• We will build CART
• Third Task
• Combining Visual and Predictive Analytics
Visual Analytics of Attrition
Predictive Analytics- Why Complicated?

Machine Learning
• Supervised
• Regression
• Classification
• RandomForest
• ANN
• Un-supervised
• Clustering
• Association Rules
From Data Scientist to HR Professional
• Data Scientist • HR Professional
• Building Model • Understanding Model
• Logistic • Predicting using model
• Classification • Developing strategies and
• Validation contingencies
• Sample size • Feedback on model performance
• Variable dependence
• Refinement of model
• Over fitting
• Model Accuracy
• FP/FN
• Confidence Level
A Virtual Simulation
• Data Scientist hands over model:
• First Question: What language is this?
• Second Question: What do I do now?
• Use Tableau to predict probability of attrition
• Take suitable measures

SCRIPT_REAL('mydata <- data.frame(resigned=.arg1, amh=.arg2, le=.arg3,

sl=.arg4);
lrmodel <- glm(resigned ~ amh + le + sl, data = mydata, family = "binomial");
prob <- predict(lrmodel, newdata = mydata, type = "response")',
AVG([resigned]),AVG([amh]),AVG([le]),AVG([sl]))
Playing the role of a Data Scientist
• Building models and making predictions
• First model: CART
• Second Model: Logistic Regression
• Third Model: Association Rules
Demonstration of CART and Logistic
Regression
Association Rules
Association Rules
• Association rule learning is a method for discovering interesting
relations between variables in large databases.
• Three basic concepts:
• Support
• Confidence
• Lift
Association rule mining
• Proposed by Agrawal et al in 1993.
• It is an important data mining model studied
extensively by the database and data mining
community.
• Assume all data are categorical.
• No good algorithm for numeric data.
• Initially used for Market Basket Analysis to find how
items purchased by customers are related.

39
Support and Confidence
Transac Soda Ice Lays Milk Cereals • A rule: {Soda,ice}->{Lays}
tion
1 1 1 0 0 0 • Support=sum(Soda+Ice+Lays)/n
2 0 0 1 0 0 • Conf=sum(Soda+Ice+Lays)/sum(Soda+ice)
3 0 0 0 1 1
4 1 1 1 0 0
• Lift- A lift ratio larger than 1.0
5 0 1 0 0 0
implies that the relationship
between the antecedent and the
consequent is more significant.
The larger the lift ratio, the more
significant the association.
HRA 2.0- Self Service Human Resource
Analytics
Recent Development
• IBM Watson • Demonstration of BigML
• BigML
• Google Analytics
Contact Details
• vinit.thakur@tapmi.edu.in
• 99807 80995