Articles on advanced HR Analytics, Machine Learning and AI
In my first article on Survival Analysis, I introduced the concept of a survival function and how we can use this to compare different demographics in the case of churn. In the second part, I introduce the notion of censoring.
AI and Machine Learning are powerful techniques to generate insights into your workforce. As many organisations are only now starting to use it, blindly trusting predictions coming out of black-box models might still sound quite daunting to most. This is where Model Explainability comes in.
You need to learn about your churn!”. But what is churn? Am I going to talk about machines and techniques to improve butter production? Well, no, I am talking about the other type of churn, specifically employee churn, or turnover – the rate at which employees leave a workforce and are replaced.
This year, the People Analytics & Future Of Work (PAFOW) Conference was held online instead of a conference hall. More than 300 HR managers enjoyed the three-day online event hosted by Al Adamsen and David Green. Here are my four takeaways.
“That’s astounding” — a common response from the ever-enthusiastic Al Adamsen, the PAFOW founder. Coming from a physics background, and several years attending scientific conferences, attending PAFOW Europe 2020 was certainly an interesting introduction to the world of HR.
Unplanned employee absenteeism is undoubtedly a significant cost driver for any business. We helped our client, a major player in the cleaning services field, tackle spiraling absenteeism with people analytics.
Employee turnover has a big impact on productivity, morale, and brand image. Here is how we helped a major player in the logistics industry tackle this with people analytics.
“Daddy, did you check the weather forecast?” This is the question my daughter asks me almost every morning. Maybe I should do this more often. Just like not checking the weather forecast often leads to us coming home drenched in rain, ignoring good HR data & analytics can also leave us out in the cold.
Investing in people analytics leads to a win-win for the business as well as its people. Here are 7 useful steps to consider when undertaking workforce analytics.