Académique Documents
Professionnel Documents
Culture Documents
Presented by: Amandeep Kaur(10pghr05) Aneesha Pramanik(10pghr08) Prakhar Ranjan(10pghr35) Ria Ghosh(10pghr42) Sudhakar Mishra(10pghr48)
Attrition
"A reduction in the number of employees
Cont..
The Mismatch Between Job and Person Too Little Coaching and Feedback
Lack of support
Cont
Stress From Overwork and WorkLife Imbalance Loss of Trust and Confidence in Senior Leaders Less frequency in giving rewards.
Cont
Lack of understanding contribution to overall company objectives Lack of appreciation
Lack of challenges in job The job or workplace not up to employees expectations
Cont
Lack of respect
Very Few Supportive colleagues Higher Studies
Favoritism
Replacing qualified employees Poor retention creates a revolving door culture within the organization lowering morale and confidence. Cost of overtime or temporary help Recruiting costs Interviewing costs Time spent in orientation
Cost of attrition
People Cost Lost Sales Cost
Attrition cost
Recruitment Cost
Training Cost
Gender Distribution
Male
Region Distribution
North(38%)
Role Distribution
Frontline(69%)
(82%)
Managerial(19%) South(32%) Leadership(1%)
Female (18%)
Central(30%) Supervisor(11%)
Objective
To develop a dynamic predictive model on attrition that will help in manpower planning and reducing employee turnover
Description
Employee attrition is becoming an increasingly serious issue in this firm based in the IT services sector. Understanding which factors cause employees to leave and which actions retain them is an important Business/HR Intelligence application. This project through the use of predictive modeling and various analytic methods aims to help predict for the organization:
The probability that an employee will leave over a given time period (for example, in the next year) and Quantifies the relationship of the input data to the probability of attrition. For e.g. - an employees job-action history, age, gender, the length of time in a position, salary history etc.
If the organization knows why its employees are likely to leave, it can develop effective policies and strategies for employee retention.
It can identify and respond to a problem before it affects the bottom line.
It can also use turnover predictions to refine forecasts for resources that are necessary to meet future strategic goals.
z1 = Background Check Failure X1= Higher Education z2 = V & A rejects x2 = Personal Reason B = Market Scenarios x3 = Health Problems C= Resource Pool x4 = Better Career Opportunities
Deliverables
To create a Predictive Model on Attrition using HRIS framework Application and implementation of the model followed by its evaluation of the performance of the predictive model Test of autocorrelation to know the seasonal pattern
Methodology
Collection of historical data from the HRIS for testing the attrition model
HRIS at IBM
IBM Daksh uses the PeopleSoft program for HRIS This handles updates, encoding, reports generation on Headcount, Attrition & Retention rates
Extraction of relevant employee data from PeopleSoft using the following criteria
INDUSTRY EXAMPLES
GENPACT