IJCRT22A6111
IJCRT22A6111
IJCRT22A6111
org © 2022 IJCRT | Volume 10, Issue 6 June 2022 | ISSN: 2320-2882
Abstract:
Employee attrition is one of the most serious issues facing companies today. When long-term employees leave
the company, it impacts the company's relationship with the customer, which in turn affects the company's
revenue if the person who replaces the previous employee is unable to maintain a good rapport with the client.
These studies evaluate the employee attrition rate through relevant factors such as Job Role, overtime, and job
level, which all have a significant impact on attrition. The study includes a survey of various classification
techniques, such as logistic regression, ridge classification, decision trees, and random forests, to forecast the
likelihood of attrition of every new employee. A systematic and comprehensive evaluation approach is used to
assess the performance of each of these supervised machine learning methods. This survey will assist human
resource managers in identifying individuals who are likely to leave the firm and forecasting the reasons for
their choice, allowing HR managers to design a retention strategy or seek a replacement..
Keywords: Employee Attrition, Machine Learning, Random Forest, Naive Bayes, Deep learning, Association
technique
I. INTRODUCTION
Data has become a strategic asset for most organizations in a variety of industries, particularly those involved in
business processes. Adoption of new technology improves many organizations [1], and data collection,
management, and analysis provide significant benefits in terms of efficiency and competitive advantage.
Analyzing vast amounts of data can lead to better decision-making processes, attainment of pre-established
company goals, and increased business competitiveness [2, 3]. There are various areas within organizations
where the use of artificial intelligence impacts a company's decision-making processes [4,5]. Human resources
(HR) have received more attention in recent years, as employee quality and skills are a growth element and a
true competitive advantage for businesses [6]. Indeed, after being more widely used in sales and marketing,
artificial intelligence is now being used to drive company decisions about their personnel, to base HR
management decisions on objective data analysis rather than subjective considerations [7–9].
Predicting employee attrition allows management to act more quickly by improving internal policies and
initiatives. Where talented employees who are at risk of leaving might be offered a few recommendations, such
as a pay raise or suitable training, to lessen their likelihood of leaving. Machine learning models can assist firms
in anticipating staff attrition [10, 11]. Analysts can construct and prepare a machine learning model that predicts
workers leaving the firm using previous data stored in human resources (HR) departments. It built such models
to investigate the relationship between the characteristics of both active and terminated personnel. Furthermore,
contented, highly motivated, and loyal personnel form the foundation of a firm and have an impact on an
organization's productivity.
In the literature, some authors suggested retaining only happy and motivated employees as they tend to be more
creative, productive and perform better, which in the end generates and sustains improved firm performance [12,
13]. There are many ways of transforming the employee data into a single table. We can create a single table
representing every employee present in the organisation on 1 January 2019, with columns for values such as the
time they have spent in the organisation, and a final column set to TRUE or FALSE (a Boolean value), indicating
whether they left the organisation by 31 January or not. This can be the training data.
Ref [25] Naive Bayes and Naïve Bayes (Accuracy: up Sample dataset of
Random Forest to 85%) sales agents
Ref [26] ID3 Decision tree, CART CART Decision Kaggle sample dataset
Decision tree Tree (Accuracy: 90%)
Ref [27] Logistic regression Logistic regressio Custom dataset drawn
model (logit), probability n model (logit) from a motor
regression model (probit) (Accuracy: 90.5%) marketing
company in Taiwan
Ref [28] Naïve Bayes, Support XGBoost (Accuracy: 88%) Dataset of a certain
Vector Machines, level of employees in a
Logistic Regression, Particular leadership
Linear discriminant team of a global
analysis, Random retailer
Forests, KNN, XGBoost
Ref [29] Naïve Bayes, Support SVM (Accuracy: 80%) Particular Sample
Vector Machines, dataset from HR
Logistic Regression, department of
Decision Treesand three companiesin
Random Forests India
Ref [30] KNN, Naive KNN (Accuracy: 94.32%) Kaggle sample dataset
Bayes, MLP
Classifier, Logistic
Regression
Usecase:
When an employee quits, an organization stands to lose not only a valuable skill-set but the team structure,
rhythm, and overall productivity gets negatively affected. Plus, finding a suitable replacement could be a time-
consuming process, resulting in other employees to be burdened with extra work and responsibilities for which
they may not possess the requisite skill-set. According to an estimate by the Center for American Progress,
replacement costs for a highly-skilled employee might be well over 200% of their salary. More the attrition, the
higher will be the cost incurred. Thus, companies are leaning on predictive analytics using machine learning to
curb employee churn as shown in Figure 2.
V. CONCLUSION
Attrition being a major element contributing to the growth of an organization, researchers are still studying ways
and methods to identify any possible attrition. Majority of the researches in this survey suggest that the future
dominating algorithm in this sector is most likely to be Tree based algorithm. Recent studies have demonstrated
that accuracy is not the only factor while evaluating models, but also other performance measures such as recall,
precision, F1 score and ROC curve must be considered. In this paper we have studied about different techniques
and methods used by the various researchers for employee prediction strategy. Hence, increasing the overall
perspective, this survey will contribute to design a robust and reliable model for employee attrition prediction
and their respective retention strategies.
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