Employee Attrition Analysis
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The main goal of this slide is to leverage the power of data science to conduct an analysis on existing employee data to provide some interesting trends that may exists in data set, identify top factors that contribute to turnover and build a model to classify attrition and predict monthly income for the company, Alnylam Pharmaceuticals.
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ATTRITION ppt
This document describes a case study analyzing employee attrition at an organization using predictive modeling in R. It analyzes a dataset of 1470 employees with 15 variables related to demographics, job satisfaction, tenure, etc. to build predictive models for attrition using machine learning algorithms like SVM, decision trees, and random forests. The random forest model achieved the highest accuracy of 86.4% in predicting attrition. Based on the analysis, conclusions are drawn around retention strategies like improving job and environmental satisfaction, focusing on married employees, addressing income disparities, and implementing timely promotions to reduce attrition.
Group 6 employee_attrition
The document discusses predicting employee attrition at a company. It begins with defining attrition and why companies should care about it due to replacement costs. The objectives are outlined as predicting drivers of attrition, potential attrition cases, and identifying weak areas to improve satisfaction and retention. Data on employees is described including demographics, job factors, and a target variable of attrition. Models are analyzed and decision trees show significant predictors as overtime, stock options, income, marital status, and work-life balance. Visualizations further illustrate relationships between these predictors and attrition rates.
Employee Attrition Analysis / Churn Prediction
Employee Attrition Analysis
A leading organization would like to know why its best and most experienced employees are leaving early. Based on the previous data, classification was done to predict the employees who could leave early.
Employee retention issues and analysis
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
Employee attrition and retention.pptx
Employee attrition has been high in the Indian IT sector, reaching double digits for top companies. There are several reasons for this, including increased opportunities elsewhere that match skills in growing areas like cloud, cybersecurity and AI. Employees also want more flexibility and better work-life balance after the changes due to COVID-19. While attrition reduces talent and costs companies money to replace employees, it also allows companies to identify issues and make improvements. However, high attrition can cause delays in projects and loss of knowledge. Companies need to focus on retention strategies like improving the work environment, offering career growth, competitive pay and benefits, and conducting exit interviews to understand reasons for leaving.
ATTRITION,EMPLOYEE RETENTION
Attrition is a challenge for organizations as employees leaving take away institutional knowledge and costs associated with replacing them are high. Common reasons for attrition include lack of competitive pay and benefits, insufficient work-life balance, lack of appreciation, and limited growth opportunities. For organizations, attrition leads to loss of productivity, replacing qualified employees is costly, and high turnover hurts company morale. Retaining valuable employees benefits both the organization and individual employees through maintaining institutional knowledge, minimizing costs associated with turnover, and supporting career growth.
Employee Attrition
The document discusses attrition, which is defined as a reduction in employees through retirement, resignation, or death. Good attrition refers to less productive employees leaving, while bad attrition means high performers are leaving. There are different types of attrition like market-driven, workload-driven, and process-driven. Factors that influence attrition include pay, growth opportunities, work-life balance issues, and manager or team problems. The attrition rate formula is also provided. Managing attrition properly can help reduce costs while allowing an organization to remove low performers and make space for new talents.
Attrition
This presentation tells about what strategies different IT companies are adopting to reduce the attrition rate.
Recommended
ATTRITION ppt
This document describes a case study analyzing employee attrition at an organization using predictive modeling in R. It analyzes a dataset of 1470 employees with 15 variables related to demographics, job satisfaction, tenure, etc. to build predictive models for attrition using machine learning algorithms like SVM, decision trees, and random forests. The random forest model achieved the highest accuracy of 86.4% in predicting attrition. Based on the analysis, conclusions are drawn around retention strategies like improving job and environmental satisfaction, focusing on married employees, addressing income disparities, and implementing timely promotions to reduce attrition.
Group 6 employee_attrition
The document discusses predicting employee attrition at a company. It begins with defining attrition and why companies should care about it due to replacement costs. The objectives are outlined as predicting drivers of attrition, potential attrition cases, and identifying weak areas to improve satisfaction and retention. Data on employees is described including demographics, job factors, and a target variable of attrition. Models are analyzed and decision trees show significant predictors as overtime, stock options, income, marital status, and work-life balance. Visualizations further illustrate relationships between these predictors and attrition rates.
Employee Attrition Analysis / Churn Prediction
Employee Attrition Analysis
A leading organization would like to know why its best and most experienced employees are leaving early. Based on the previous data, classification was done to predict the employees who could leave early.
Employee retention issues and analysis
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
Employee attrition and retention.pptx
Employee attrition has been high in the Indian IT sector, reaching double digits for top companies. There are several reasons for this, including increased opportunities elsewhere that match skills in growing areas like cloud, cybersecurity and AI. Employees also want more flexibility and better work-life balance after the changes due to COVID-19. While attrition reduces talent and costs companies money to replace employees, it also allows companies to identify issues and make improvements. However, high attrition can cause delays in projects and loss of knowledge. Companies need to focus on retention strategies like improving the work environment, offering career growth, competitive pay and benefits, and conducting exit interviews to understand reasons for leaving.
ATTRITION,EMPLOYEE RETENTION
Attrition is a challenge for organizations as employees leaving take away institutional knowledge and costs associated with replacing them are high. Common reasons for attrition include lack of competitive pay and benefits, insufficient work-life balance, lack of appreciation, and limited growth opportunities. For organizations, attrition leads to loss of productivity, replacing qualified employees is costly, and high turnover hurts company morale. Retaining valuable employees benefits both the organization and individual employees through maintaining institutional knowledge, minimizing costs associated with turnover, and supporting career growth.
Employee Attrition
The document discusses attrition, which is defined as a reduction in employees through retirement, resignation, or death. Good attrition refers to less productive employees leaving, while bad attrition means high performers are leaving. There are different types of attrition like market-driven, workload-driven, and process-driven. Factors that influence attrition include pay, growth opportunities, work-life balance issues, and manager or team problems. The attrition rate formula is also provided. Managing attrition properly can help reduce costs while allowing an organization to remove low performers and make space for new talents.
Attrition
This presentation tells about what strategies different IT companies are adopting to reduce the attrition rate.
Attrition & Retention: A Predictive Model
This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
Attrition & exit
Attrition refers to the rate at which employees leave an organization. It can be caused by various factors like higher pay elsewhere, lack of growth opportunities, stress, etc. High attrition is costly for organizations as it requires recruiting, training and lost productivity. Calculating attrition rate and costs helps understand why employees leave and the financial impact. Managing attrition properly benefits organizations by reducing expenses, retaining knowledge and improving employee morale.
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This document summarizes a project analyzing employee attrition at a microfinance organization. It finds that attrition rates were 22% in 2016-17 and 30% in 2017-18, significantly higher than the industry average of 17%. The project focuses on attrition of frontline employees (CSRs and OEXs) within 6 months. It is found that 60% of overall attrition is trainees, while 24% resign within 6 months. Recommendations include improving trainee sourcing by involving ADMs, changing the assessment process, reducing redundant documents, and implementing more cashless collection methods to optimize employees' work. Next steps proposed are pilot testing the recommendations in a new branch for 3 months.
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This document is a study on attrition analysis conducted at Sundaram Business Service by Mohana Priya.A as a project for their B.Com degree. It includes an introduction, company profile, literature review, data analysis and interpretation, system implementation, findings, conclusion, and bibliography sections. The study aims to analyze attrition at Sundaram Business Service by collecting data through a survey of employees. It examines factors like job satisfaction, work-life balance, career growth opportunities, compensation and benefits, management practices, and grievance redressal systems that may influence an employee's decision to leave the organization. The data is analyzed using tables and charts to identify key reasons for attrition and suggestions are provided to help the company
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This document analyzes attrition at Bata India Limited between 2010-2011. It studies the external and internal factors that influence employee turnover. Primary reasons for attrition included higher compensation elsewhere, better benefits packages, career opportunities, unsupportive supervision, and lack of recognition. An analysis of exit interview forms found that better career opportunities was the main reason people left. The document recommends that BIL provide more career development and training opportunities for employees, ensure fair compensation, introduce job rotation, and implement a "Fun in the Organization" concept to motivate employees and reduce turnover.
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Predicting Employee Attrition
The goal of this project was to predict employee attrition and to determine key factors that might contribute to attrition. Four different classification models are evaluated and compared to determine the best classification model.
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The document discusses practices that make places great to work and provides a case study of the Aditya Birla Group. The Aditya Birla Group is a $28 billion conglomerate operating in 20 countries across 17 businesses. It achieved over 90% course completion rates through its 24/7 learning support, higher than the 30-40% benchmark. Aditya Birla Group was recognized as India's Best Employer in 2007 for its consistent people practices.
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The document discusses strategies for improving employee retention. It emphasizes the importance of retaining top talent to sustain customer relationships, business vitality, and intellectual property while managing recruiting and retention costs. Effective retention strategies focus on compelling employees to stay through developing a positive organizational culture and values, clear future vision and career paths, involvement and communication.
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HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
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This document discusses the importance of onboarding new employees and providing ongoing training. It recommends implementing a formal 90+ day onboarding program with milestones to improve productivity, engagement, and retention. Such a program provides orientation, socialization, training on key topics, and establishes performance goals to fully integrate new hires and reduce turnover. Ongoing refresher training is also suggested to address knowledge gaps and advance employee skills.
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Attrition
This document discusses attrition and measures to control it. It defines attrition as the reduction of employees through retirement, resignation or death. It provides the formula to calculate attrition rate and examples. The business process outsourcing sector faces high attrition rates around 55% due to causes like lack of career growth, low salaries, and stressful work. Strategies to improve retention include incentives, training programs, flexible policies, and career counseling. The conclusion states the outsourcing industry may face staff shortages if attrition rates are not reduced from the current high levels of 50-60% to 10-15% through improved recruitment planning.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIES
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
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Presented at #H2OWorld 2017 in Mountain View, CA.
Enjoy the video: https://youtu.be/-qfEOwm5Th4.
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Follow @h2oai: https://twitter.com/h2oai.
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In this talk, we discuss how we implemented H2O and LIME to predict and explain employee turnover on the IBM Watson HR Employee Attrition dataset. We use H2O’s new automated machine learning algorithm to improve on the accuracy of IBM Watson. We use LIME to produce feature importance and ultimately explain the black-box model produced by H2O.
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SHRM-BecominganEmployerofChoicePracticalInsightsintoBuildingaCultureofRetenti...
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This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
Attrition & exit
Attrition refers to the rate at which employees leave an organization. It can be caused by various factors like higher pay elsewhere, lack of growth opportunities, stress, etc. High attrition is costly for organizations as it requires recruiting, training and lost productivity. Calculating attrition rate and costs helps understand why employees leave and the financial impact. Managing attrition properly benefits organizations by reducing expenses, retaining knowledge and improving employee morale.
Quality of Hire
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Presentation on Attrition
This document summarizes a project analyzing employee attrition at a microfinance organization. It finds that attrition rates were 22% in 2016-17 and 30% in 2017-18, significantly higher than the industry average of 17%. The project focuses on attrition of frontline employees (CSRs and OEXs) within 6 months. It is found that 60% of overall attrition is trainees, while 24% resign within 6 months. Recommendations include improving trainee sourcing by involving ADMs, changing the assessment process, reducing redundant documents, and implementing more cashless collection methods to optimize employees' work. Next steps proposed are pilot testing the recommendations in a new branch for 3 months.
Project report on attrition analysis
This document is a study on attrition analysis conducted at Sundaram Business Service by Mohana Priya.A as a project for their B.Com degree. It includes an introduction, company profile, literature review, data analysis and interpretation, system implementation, findings, conclusion, and bibliography sections. The study aims to analyze attrition at Sundaram Business Service by collecting data through a survey of employees. It examines factors like job satisfaction, work-life balance, career growth opportunities, compensation and benefits, management practices, and grievance redressal systems that may influence an employee's decision to leave the organization. The data is analyzed using tables and charts to identify key reasons for attrition and suggestions are provided to help the company
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The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
attrition analysis
This document analyzes attrition at Bata India Limited between 2010-2011. It studies the external and internal factors that influence employee turnover. Primary reasons for attrition included higher compensation elsewhere, better benefits packages, career opportunities, unsupportive supervision, and lack of recognition. An analysis of exit interview forms found that better career opportunities was the main reason people left. The document recommends that BIL provide more career development and training opportunities for employees, ensure fair compensation, introduce job rotation, and implement a "Fun in the Organization" concept to motivate employees and reduce turnover.
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Predicting Employee Attrition
The goal of this project was to predict employee attrition and to determine key factors that might contribute to attrition. Four different classification models are evaluated and compared to determine the best classification model.
Best HR Practices
The document discusses practices that make places great to work and provides a case study of the Aditya Birla Group. The Aditya Birla Group is a $28 billion conglomerate operating in 20 countries across 17 businesses. It achieved over 90% course completion rates through its 24/7 learning support, higher than the 30-40% benchmark. Aditya Birla Group was recognized as India's Best Employer in 2007 for its consistent people practices.
Employee Retention: Key Ways to Retain Your Top Talent
The document discusses strategies for improving employee retention. It emphasizes the importance of retaining top talent to sustain customer relationships, business vitality, and intellectual property while managing recruiting and retention costs. Effective retention strategies focus on compelling employees to stay through developing a positive organizational culture and values, clear future vision and career paths, involvement and communication.
Employee Referral - Innovative Approaches without Referral Bonus
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Predictive HR--Analytics
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
IMPACT OF ATTRITION IN BPO SECTOR
This presentation entitled towards delivering information regarding the various sources & impact of attrition in BPO sector also provided with suggestions
Accelerate new hire productivity with 90+day onboarding
This document discusses the importance of onboarding new employees and providing ongoing training. It recommends implementing a formal 90+ day onboarding program with milestones to improve productivity, engagement, and retention. Such a program provides orientation, socialization, training on key topics, and establishes performance goals to fully integrate new hires and reduce turnover. Ongoing refresher training is also suggested to address knowledge gaps and advance employee skills.
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This document discusses attrition and measures to control it. It defines attrition as the reduction of employees through retirement, resignation or death. It provides the formula to calculate attrition rate and examples. The business process outsourcing sector faces high attrition rates around 55% due to causes like lack of career growth, low salaries, and stressful work. Strategies to improve retention include incentives, training programs, flexible policies, and career counseling. The conclusion states the outsourcing industry may face staff shortages if attrition rates are not reduced from the current high levels of 50-60% to 10-15% through improved recruitment planning.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIES
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
HR Analytics: Using Machine Learning to Predict Employee Turnover - Matt Danc...
Presented at #H2OWorld 2017 in Mountain View, CA.
Enjoy the video: https://youtu.be/-qfEOwm5Th4.
Learn more about H2O.ai: https://www.h2o.ai/.
Follow @h2oai: https://twitter.com/h2oai.
- - -
In this talk, we discuss how we implemented H2O and LIME to predict and explain employee turnover on the IBM Watson HR Employee Attrition dataset. We use H2O’s new automated machine learning algorithm to improve on the accuracy of IBM Watson. We use LIME to produce feature importance and ultimately explain the black-box model produced by H2O.
Matt Dancho is the founder of Business Science (www.business-science.io), a consulting firm that assists organizations in applying data science to business applications. He is the creator of R packages tidyquant and timetk and has been working with data science for business and financial analysis since 2011. Matt holds master’s degrees in business and engineering, and has extensive experience in business intelligence, data mining, time series analysis, statistics and machine learning. Connect with Matt on twitter (https://twitter.com/mdancho84) and LinkedIn (https://www.linkedin.com/in/mattdancho/).
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Employee engagement involves employees feeling personally invested in their organization's success beyond just job satisfaction. High engagement is associated with benefits like lower turnover, absenteeism, and higher productivity. While traditionally seen as separate activities, transformational engagement integrates employee insights into how a business operates. The document outlines different approaches to engagement including focusing on positive psychology principles to improve employee happiness and business outcomes. It also provides an example of how an engagement initiative helped address challenges at a struggling company through workshops empowering employees to directly impact changes.
WP EnablingEmployeeEngagement 160607
Leaders play a key role in employee engagement by connecting employees' work to the organization's values and mission. The document discusses how engaged employees are more productive, healthier, and less likely to leave their jobs. It also outlines the functional and psychological factors that influence engagement, including ensuring employees have the resources, training, and autonomy to do meaningful work. Wise leaders recognize employees' contributions, foster a sense of belonging, and help employees find purpose in order to maximize engagement.
Job Fit_ The Key to Org Success_ The Assessment Company.pdf
Organizations hire the wrong people and fail to nurture and engage the right people because they lack the right information to make informed talent decisions. They’re missing the information that goes deeper than resumes, recommendations, referrals, and performance reviews. But, measuring talent through the lens of Job Fit can change that.
Job Fit gives organizations in-depth information that allows them to match candidates or incumbents with roles where they’re most likely to perform successfully. Predicting job success is the key here and it leads to less turnover, money saved, and increased productivity.
What’s the missing piece? It’s the power of understanding of how to apply Job Fit.
To Learn More, call 800-4342630 or visit www.theassessmentcompany.com
Selecting Candidates for Engagement and Retention
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
Oral presentation agosto22
This document discusses an organizational effectiveness model and outlines critical metrics like performance, employee satisfaction, and retention. It identifies key industries and countries where the model applies. The model focuses on goal setting, understanding relationships between organizational elements, communicating strategy to employees, engaging employees, building leadership capabilities, and measuring success. It emphasizes the importance of employee engagement, retention, and adapting to new business realities. The document provides tips for organizational effectiveness like measuring performance, building capability, designing supportive processes, and identifying success measures.
Steve Jones, Skills for Business - Mapping Motivation for Engagement
Workshop C presentation at the Bristol Business School ‘Unlocking Performance through Employee Engagement' Conference.
Hr Guide To Enhance Employee Moral And Productiveness
This document outlines 11 ways to increase employee loyalty and engagement. It discusses measuring engagement through surveys, promoting a sense of being helpful through empowering employees and secret shoppers, improving competence through training programs and mentoring, building acceptance through team building, and gaining respect through transparency, good management, and recognition. Technology can help understand employee feedback to better manage engagement. Overall engaging employees leads to higher productivity, retention, and positive business outcomes.
Staying Relevant in Turbulent Time.pdf
The document discusses evolving employee value propositions (EVPs) and talent trends in Asia. It notes that EVPs traditionally offered pay and benefits in exchange for commitment but now must address employees' psychological and well-being needs. The document also highlights concerns about remote work deteriorating culture while employees see benefits. It concludes by outlining eight emerging EVP trends like increased choice, transparency, and support for work-life integration and families.
Love’em Or Lose’em
The document provides strategies for organizations to enhance employee retention and become an employer of choice. Some key points discussed include:
1) Hiring the right people and avoiding common hiring mistakes can help with retention. Conducting behavioral interviews and focusing on competencies can identify the best candidates.
2) New employees should be properly onboarded through a thorough orientation process, not just a one-day program. Ensuring a smooth first week is important to set employees up for success.
3) Recognition and praise from managers can significantly impact retention. Simple, creative recognition gestures are appreciated by employees more than monetary rewards alone.
4) Having core values of ethics, integrity, honesty and trust builds organizations that
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Accenture’s Digital Strategy & Enterprise Frameworks
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Employee Attrition Analysis
- 2. LEVERAGE DATA SCIENCE IDENTIFY FACTORS INTERESTING TREND TURNOVER CLASSIFICATION PREDICTION MODEL
- 3. Over Time Stock Option Marital Status Income Job Involvement ATTRITION FACTORS 1 2 3 4 5
- 4. ATTRITION 4 MARITAL STATUS High attrition among single employee
- 5. ATTRITION 5 INCOME ANALYSIS Income issue always challenging for company Job Hopper – Low wage employee
- 6. ATTRITION YES NO Reduction in performance Health and Stress Turnover OVER TIME 6 Over Time Vs AttritionOver Time Vs Attrition
- 7. ATTRITION 7 STOCK OPTION Way of reward, attract and retain employees Growth opportunity
- 8. Makes employee valued Improves decision capability Create bond among coworkers JOB INVOLVEMENT ATTRITION Motivation Lower attrition among engaged employees 8
- 10. SATISFACTION Happy with the company Sales Executive- Most Satisfied also higher in number 10
- 11. INTERESTING TREND Majority of Employee Between 20-35 Years Just One Employee around 60 Fairly New to the Company Sale Executive the dominating number 11
- 12. 12 naïve Bayes Attrition Classification Attrition No Attrition Yes Sensitivity : 91% Specificity : 76% Accuracy = 83%
- 13. 13 Linear Regression Income Prediction RMSE = 1340 Adjusted R-squared: 0.9184
- 14. Focus on employee engagement Make stock option more available. Reduce over time CONCLUSION Investigate why Lab Technician and Research Scientist aren’t paid enough
- 15. THANK YOU!
Editor's Notes
- A stock option gives an employee the right to buy a certain number of shares in the company at a fixed price for a certain number of years.
- The direct participation of staff to help an organization fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts towards solving problems and making decisions.