Comments on: Predictive Analytics in Human Resources: Tutorial and 7 case studies https://www.aihr.com/blog/predictive-analytics-human-resources/ Online HR Training Courses For Your HR Future Fri, 10 May 2024 13:54:27 +0000 hourly 1 https://wordpress.org/?v=6.5.3 By: Rasipa https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-540049 Fri, 27 Aug 2021 05:16:13 +0000 https://www.analyticsinhr.com/?p=4581#comment-540049 Quite informative.

]]> By: rasipa https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-540048 Fri, 27 Aug 2021 05:14:49 +0000 https://www.analyticsinhr.com/?p=4581#comment-540048 In reply to Wil Houtzager.

Quite insightful.Thanks !

]]> By: Jayaraj Chanku https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-499411 Tue, 06 Mar 2018 04:49:37 +0000 https://www.analyticsinhr.com/?p=4581#comment-499411 Amazing tutorial with great examples. These sheds light to the near future trends of analytics in HR. Thanks a lot for sharing this.

]]> By: Ixora https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-499410 Mon, 15 Jan 2018 05:29:47 +0000 https://www.analyticsinhr.com/?p=4581#comment-499410 what is the most high rate in HR?

]]> By: Eshan Sarpotdar https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-499409 Wed, 10 Aug 2016 05:51:55 +0000 https://www.analyticsinhr.com/?p=4581#comment-499409 Erik, I completely agree with you that predictive analytics is the new normal in HCM. Yes, the collective data of employees can be used to predict their behavior patterns. HR can take aggressive decisions as well when it comes to performance management as well.

]]> By: Steve Culbreth https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-499407 Tue, 12 Jul 2016 20:22:10 +0000 https://www.analyticsinhr.com/?p=4581#comment-499407 Nice article

]]> By: Wil Houtzager https://www.aihr.com/blog/predictive-analytics-human-resources/#comment-499406 Tue, 28 Jun 2016 21:42:11 +0000 https://www.analyticsinhr.com/?p=4581#comment-499406 Great examples. Allow me to add an example. The Benelux division of a well known beverages company was struggling with the following situation:
– turnover rises
– gross margin falls
– absenteeism increases
– staff turnover increases

We gathered as much data as we could get regarding (digital) communication in the organisation over a period of 36 months back in time. We did a text analysis in such a way we could detect behavioral patterns (our specialty). Next step was comparing these behavioral patterns with how relevant KPI’s (see above) developed during these 36 months. We call this process: communication & performance analysis. What we found?

1. Directive leadership proved to be highly effective.
2. Insufficient insight into different leadership styles in the organisation
3. if leadership is evolving, then employee and team development should be done simultaneous.

As a result of these insights training & development of both leadership and employees were adjusted and executed. The results were:
a. gross margin rose sharply.
b. sales rose sharply.
c. absenteeism decreased sharply.
d. staff turnover decreased sharply.

The added value of using communication & performance analysis is very clear!

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