Who will stay and who will go can you tell me a crystal ball?
A pinnacle of a year-long project came for our team last week when we presented the results of our work for the first time in public at People Analytics Forum. We knew we’ve done something special the first time we saw the results ourselves, but having a world-renown expert in people analytics recognize us as an example for colleagues in US and UK gave us an a real sense of how big this really is.
It all started as this separate challenges of two different department. HR has been noticing a slight rise in turnover, and, despite the fact it is below market benchmark, was eager to step up in its retention game before this got to be a problem. On the other hand IT was keen to prove benefits a right use of technology can bring to the business. The match was perfect and inevitable, and it was this close cooperation between IT&HR that was key factor successful people analytics implementation.
The project started with something that might be boring, but it’s crucial – collecting and organizing big data!
Organising and interpreting big data is a job that offers only blood, toil, tears, and sweat and it’s no surprise we that we summoned the help of cutting edge cognitive technology to help us get it done. Many debates have been risen on the subject of artificial intelligence and some even fear the fact it might take over our jobs. From our experience it’s safe to say, no such apocalypse will strike us - human knowledge and common sense still has final word.
Having developed reliable attrition predictive model we can now use its insight in order to develop tailored retention programs and offers that can efficiently reduce the turnover risk.
Director of Total Rewards and HR Operations at Ina Grupa
7 年Goran Dumic thanks for great comment! Your feeling is completely right! This shouldn't replace open and fair dialogue between manager and employee, but we have reasons to believe it can be good additional tool for attrition risk evaluation and supporting retentions activities.
First of all congrats, I'm sure many HRs out there got a great tool to use! And then from employee perspective, and bear in mind this is only my opinion..I may be old-school but my manager can simply ask me and get my attrition rate from me. Gosh, reading this and wondering what's next..mining employee's social media profiles to get better prediction of attrition rates? Don't get me wrong, this is a perfect technical solution and it's made by the book, I'm just curious about the data usage and the HR part of the story. So someone has a high risk and then what? Will they get special tailored offers from the company? Even so, retention and turnover rates in practice (Telecoms for example) are, well..poor. Respected, fulfilled and motivated. My two cents on the predictors. That's something you might not get from a model, I'm sorry I just feel that in my heart - just by constant open dialogue between the coach (manager) and the player (employee).
A curious psychologist interested in people & brands
7 年Bravo! ??
Helping build thriving workplaces | Passionate about people | Strategic HR partner | Aligning people strategies with business objectives | Empowering individuals through coaching
7 年Wau, nice! :)
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7 年Gorane, your presentation was indeed excellent, so thanks once again to you and the team @ Atlantic Grupa for a great job! The reactions speak for themselves: https://youtu.be/IBeL96D_Mtc