Predictive Analytics in Human Resource Management

Nijjer, Shivinder; Raj, Sahil

doi:10.4324/9781003026822

Cited by 4 publications

(4 citation statements)

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“…Dalam pengelolaan dan penyajian data, menurut Niijer & Raj (Nijjer & Raj, 2021), sumber daya manusia, diakui telah menjadi tulang punggung yang menentukan data dan informasi yang dihasilkan, termasuk menentukan keberadaan organisasi selama berabad-abad, dan termasuk dalam hal ini, pengelolaan yang menggunakan analisa data dalam mengubah cara-cara pengelolaan peran sumber daya manusia secara konvensional menjadi memiliki kompetensi yang berbasis data kontemporer pada setiap aspek lingkungan bisnis.…”

Section: Pendahuluanunclassified

Analisis Data Sumber Daya Manusia Dalam Isu-Isu Global

Samad

2022

IJBA

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Tujuan penelitan ini adalah untuk mengetahui perkembangan penggunaan aplikasi Analisa data pada bidang sumber daya manusia dan tantangan analisis data dalam isu-isu global yang penting pada era industri 4.0 dalam memenuhi kemustahilan mengganti kecerdasan manusia dengan mesin, dengan di dasarkan pada kemampuan mesin dan manusia mengelola data. Metode yang digunakan adalah kualitatif troubling method analisis. Hasilnya menemukan applikasi data Analisa pada era industri 4.0 pada seluruh aspek kecerdasan manusia dapat digantikan oleh robot dengan memori data yang sangat besar.

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Section: Pendahuluanunclassified

Analisis Data Sumber Daya Manusia Dalam Isu-Isu Global

Samad

2022

IJBA

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“…The significance of human resources in generating data and information and their role in the establishment and longevity of organizations has been acknowledged for centuries (Ayunindya, 2023;Nijjer & Raj, 2021). This encompasses using data analytics by management to transform traditional approaches to human resource management, fostering current data-driven capabilities across all facets of the organizational landscape.…”

Section: Introductionmentioning

confidence: 99%

“…The term "data analytics" is commonly employed as a broad term that encompasses both "business analytics" and "data analytics." These two approaches are utilized to collect business insights (Mauladi & Gultom, 2023) and to understand their significance and contextual relevance within the broader business environment (Nijjer & Raj, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…The concept of HR analytics is commonly understood as a framework that encompasses the sharing of data through interpersonal communication. According to the study by Nijjer and Raj (2021), business analytics is commonly perceived as a dynamic association that signifies the exchange of information or resources. Mondy and Martocchio (2016) assert that the relationships among individuals in data analytics can be categorized into three distinct types within global data exchange relationships (p. 295).…”

Section: Introductionmentioning

confidence: 99%

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An evaluation of the Efficacy of the Human Resource Data Analytics on Artificial Intelligence Program

Abdul Wahab Samad, Zahera Mega Utama

2024

jes

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The primary purpose of this study is to investigate the advancement of data analytics application programs in human resources, along with the challenges faced by data analytics in significant artificial intelligence throughout the industrial era 4.0 in Indonesia. Data collection is facilitated through the administration of questionnaires, conducting interviews, and administering surveys. This inquiry aims to establish the feasibility of substituting human intelligence with computer intelligence. This undertaking is predicated on the idea that individuals and machines possess commensurate abilities to handle vast quantities of data. The chosen strategy for analytics is problematic from a qualitative standpoint. The reason for this phenomenon is the adoption of the method. Based on the research outcomes, it has been observed that within the context of the fourth industrial revolution, data analytics can be effectively managed by robots possessing extensive data storage capabilities comparable to human counterparts. This applies to all facets of human intelligence, particularly weak Artificial Intelligence.

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Predicting and explaining employee turnover intention

Lazzari¹,

Álvarez

Ruggieri

2022

Int J Data Sci Anal

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Turnover intention is an employee’s reported willingness to leave her organization within a given period of time and is often used for studying actual employee turnover. Since employee turnover can have a detrimental impact on business and the labor market at large, it is important to understand the determinants of such a choice. We describe and analyze a unique European-wide survey on employee turnover intention. A few baselines and state-of-the-art classification models are compared as per predictive performances. Logistic regression and LightGBM rank as the top two performing models. We investigate on the importance of the predictive features for these two models, as a means to rank the determinants of turnover intention. Further, we overcome the traditional correlation-based analysis of turnover intention by a novel causality-based approach to support potential policy interventions.

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Predictive Analytics in Human Resource Management

Cited by 4 publications

References 0 publications

Analisis Data Sumber Daya Manusia Dalam Isu-Isu Global

Analisis Data Sumber Daya Manusia Dalam Isu-Isu Global

An evaluation of the Efficacy of the Human Resource Data Analytics on Artificial Intelligence Program

Predicting and explaining employee turnover intention

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