Following up on my earlier discussion on HR Analytics, wanted to share an experiment I had participated in earlier this year. A survey was sent out to all our employees asking questions related to people who they sought out for technical problems, work related problems and HR problems. We then used to survey to generate a mapping of the employee network and created a list of who were the most valuable employees in term technical expertise and for resolving work related problems. We used social network analysis to do the exercise. Want to also call out Devesh for doing all the analysis on the project. Watch out this space for a write up on social network analysis.
I see a lot of potential for this kind of application. Organizations can figure out the network for each employee and also get a measure of their value to the organization. This can have direct implication for employee retention. First you target your more valuable employees for retention, but also you can update the likelihood to churn scores for employees based on events in their networks. One shortcoming of the approach we adopted was that it is survey based, so there is a possibility for smart people to manipulate/influence the results.
Appreciate your comments..
-- datamining_guy
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