HR Analytics - Turnover Prediction
Problem
- High rates of unexpected turnover
- Lack of analysis to understand the most important factors contributing to employee turnover
- Lack of well-defined retention strategies
- Lack of data-driven actionable decision-making processes
Action
- Built an HR Datamart for dataflow automation
- Evaluated the most important features and developed a turnover prediction model
- Educated the HR management on the model results
- Created HR dashboards to enable HR management to develop retention strategies
Tool Stack
- Python, MS SQL
87
%Python, MS SQL
20
%Decrease in voluntary turnover