As businesses get accustomed to using analytics to manage their customers, retain them, sell to them and acquire them, they have started pondering if it could be used to manage their own people better.
Recently have heard several such comments/queries.
One client recently wondered whether he could use empolyee performance ratings and resume characteristics to develop a screening model to make life a lot easier for them. ---- I would say go for it. Cool Idea!
Another client while collaborating on customer churn model wondered if same could be applied for employee churn. I think this can be done as well and will be immensely valuable.
I think an increasingly larger number of organizations will start using analytics to mange the employee life cycle better, and that is so exciting.
I would appreciate your thoughts.
datamining_guy
Interesting..
ReplyDeleteEmployee churn behavior has probably two parts to it..
a) Deterministic -- better job offer, better salary offer, arbit staffing, limited career options at current workplace, issues with immediate supervisor / co-workers..
b) Uncontrollable -- Relocation, Higher Studies, Back to Family Business, Extended personal time out..
Varun