Question

1. Explain whether you believe a program of HR metrics and workforce analytics might be useful in predicting attrition.

2. Discuss the variable that most closely mapped to attrition. Identify how an institution in question could evaluate the possibility of attrition.

3. what actions would you suggest the institution undertake?

Answer 1

1: Yes. The HR metrics and work force analytics has the capability to give insights about predicting attrition. The statisitsta interpretation using employee satisfaction, their performances monitoring etc will give proper analytics .

2:The evaluation using variables for attrition help in determining the chances of attrition. Many organisations such variables are subjective in nature. SatsifSatisf of employees is the bigger metrics which helps in determining the attrition and it can be considered as the most useful variable.All other variables are subset of the same.

3:Institutions should understand the complexities involved in controlling the attrition rates

Make use of proper analytics and review it to convert it into actionable items like the area which they have to focus on ( like employee engagement, job enrichment, environment,salary etc). Based on that action plans with proper strategies can be designed and delegate team for execution. .the surveys and other statistical inferences can be used again to check the feasibility and solutions capabilities of the same. The effectiveness of implenimplemen also needs to be monitored and evaluated.Industry benchmarks and reports also can help in understanding the market trends