Exploring HR Analytics: Does It Really Influence Employees' Decision to Leave?

Hi, I am researching the effect of implementing HR Analytics on employees' intention to leave. If anyone has researched this topic or has experience in their organization, please shed light on the following:

1. In which areas of HR does the implementation of HR Analytics change the employee mindset towards separation? Does this really happen?

2. Do you believe this research area has potential and would be valuable for corporations?

3. What parameters need to be included in the questionnaire to obtain the most validated results? Will these parameters be the drivers leading to the intention to leave?

Thanks.

Thank you for your input.

What you said is true to every word, but does HR analytics make an impact on lowering the attrition rate? If we need to survey this, who is the best person to answer: employees or HR analytics practitioners?

Thanks

Hello Deepti, kindly take a look at https://www.tandfonline.com/doi/full...2.2016.1244699. I had a quick read and found that not a lot of research has been conducted in that area.

Also, read the long article at https://scholar.smu.edu/cgi/viewcont...asciencereview, both found at https://www.google.com/search?ei=QC1...21.97mFWXMnQyE.

Thank you.

Hi Deepti, this is quite an interesting topic, but currently, it may not be a good idea to proceed with implementation if the objective is to predict an employee's thoughts on whether he/she is planning to exit the organization.

Challenges in Data Collection

The first challenge would be gathering and standardizing the data that the system is supposed to use. Most of the time, this data comes from exit interview forms, involuntary exit reports, etc. The accuracy of the data in these sources would be a question. If we were to rely on the experience of age-old experts, there is also the issue of bias elements that could distort the system.

Data Privacy Concerns

If one has to map and measure the personal attributes of employees who have already exited so that data analysis can be done for stereotyping, we may face data privacy issues under regulations such as GDPR norms, for example.

Alternative Focus

Instead of focusing on predicting employees' intentions to exit and how these possible outcomes can be changed, it may help to focus more on process or business unit-related changes in the standard framework that have the potential to induce exits and revenue damage.

If you want to identify the intention behind the separation of an employee before focusing on the implementation of HR analytics, do the following:

1. Take attrition data from the last 5 years and segregate it department-wise and team-wise.
2. I hope you have exit interview data. From that, compile the reasons for leaving.
3. Identify the reasons for leaving (e.g., company policies, manager/team leader, lack of challenging work, compensation, culture, inclusiveness, lack of vision) from both your company's perspective and the outside market.
4. This research is certainly helpful for any organization, but you need to conduct further research into people analytics.

These steps will help in understanding the reasons behind employee separation and guide the organization in improving retention strategies.

Kind regards,
[Your Name]