Predictive Data Analytic for Employee Training Analysis

Employees have developed build up skills such as self-assessments to evaluate per-requisite knowledge. Some employees may be aware of their employees’ strengths and weaknesses but it may not be the best method to measure skills. (J. Walker, 2016). According to the Talent Developments Association 2016 State of the Industry Report, companies may end up spending most of $1,252 for every employee on training, development, and learning. According to these insights, effective strategies can be developed to enhance employee's future performance. (Rasmussen & Ulrich, 2015). HR analytics is mostly anxious with performing the right things with an “inside-out” HR viewpoint. (Rasmussen & Ulrich, 2015) Therefore, it is important for the HR of an organization to analyze and work on the training opportunities for the employees. Research has shown that every employee has many demands in every company that they work for including good salaries, better positions, and training that will improve their skills.

Therefore, team leaders may not be aware of every employee soft skill and the development and training plan that may suit them. The consultant of the company wants to develop the competency for the company and Training Needs Analysis for each employee. In order to achieve this target, a consultant may need to analyze the historical data from the past seven years of training history. 3 Research Questions 1. How to study the machine learning methods that can provide insights towards determining the best employee training for a particular person? 2. Based on these data, Power BI software tool will be used to analyze the date for creating analysis report. (Schoenherr, 2015). The descriptive analysis method will be the suitable for analysis in this study.

Different types of visualization will also be studied in this research project to create the dashboards and reports. Furthermore, the scope of the study will assist HR Consultant in implementing suitable training for the company employees based on the analysis given. Visual Capabilities Simplest to use tool among leading BI vendors In-memory data engine lets users build interactive graphics. Holding data in memory allows graphics to update quickly while users explore data sets visually. In-memory data processing for quick refreshes of visualizations during data exploration. Larger data sets require direct calls to the data source. Advanced analytics capabilities Supports R language-based visualizations, including forecasting, clustering and decision trees. The software gives a big collection of numerical utilities. Has good GUI (Enterprise Guide & Miner) for employees to study swiftly and offer excellent mechanical maintenance.

However, it may be a costly choice and may not contain latest numerical funtions. High adoption rate in major industries. Flow-based interface with drag and drop. Free 3. Early adopter in explanatory and predictive modeling. Easy to connect to data sources, including NoSQL and web scraping. Can be slow with big datasets 2. Steep learning curve 3. Not as strong in explanatory modelling 2. Choice of version: 2. 7 or 3. No user interface 4. No official support SPSS SPSS is a widely used program for statistical analysis in social science. Slow in handling large datasets. Comparison of types of data analytics Data analytics is often misunderstood as descriptive analysis ("what is") only. The real value, however, lies in predictive ("what will be") and prescriptive analysis ("What should we do?").

Data analytics is highly relevant as companies and industries transform to take advantage of technological innovations, and as expectations of regulators and investors with regard to data availability and analysis are increasing. Types of analytics Explanation Example Descriptive analytics Provides insight based on past information. If the data has any managerial arrangement or conveys a tag like The XML extensible mark-up language mostly used for web documents. Additionally, it is simple to establish and analyze. Again, it is valuable since it can be accessed for analysis. Other texts such as XML, email and EDI are semi- structured. Unstructured Data Everything else that is not structured or semi-structured is unstructured. This means that in all critical areas such as responsibility and performance of the overall work turns out to consistently exceed the set expectations.

The work is rated as excellent. (Moser, 2016) Level 3(ME) Meets Expectations Meeting expectations mean that the serious goals and objectives come to a realization. Performance seems to be beyond the expectations in almost all the areas of accountability. The quality of work is weighed to be very good. Again, the represented staff members should employ the current forms recommended by their bargaining units respectively. Methodology Employee training is used to aid employees to attain abilities and knowledge required for safe and healthy work performance. (Cascio, 2018) The training on safety and health assists employees to get aware of procedures of business operations, the related hazards and the safety measures and appropriate responses to the unplanned and undesired events. Determination of training methods Observations: Human resource managers can use the observation method to watch employees in their regular working positions.

This helps in identifying adequate information on the performance gaps. Customer feedback: This is a training method analysis that helps human resource managers to know the deficiencies in employee performance from the feedback that the customers offer. (Cascio, 2018) Customers identify the areas that need improvements. The method can help an organization in making effective reforms from constructive customer feedback. Again, one can acquire some valuable comprehensions about the targeted customers. The customer feedback method comes with some limitations. (Seamster, 2017) Surveys are faster since the questionnaire reaches out to more numbers of employees quickly. The process is cheap, easy to summarize, analyze, and report. Again, the process leads to the best answers when employees are allowed to answer anonymously. However, there are some limitations of using surveys for training analysis.

More time is required to formulate a detailed and efficient questionnaire. Determine the desired business results. This first step focuses on the goal of the training and the expected impacts after training. This goal must be in line with the business main objective. The objective can be on the entire organization, a department of the business, a segment of the work unit or on a single employee. (Cascio, 2018) The main goal of conducting a training should be clearly outlined and always be on the forefront to ensure that the analysis procedure keeps the desired result in sight. It may be effective to hire people with special skills and the knowledge to conduct a task rather than educating and training your employees.

Evaluate competencies Once the competencies have been selected, managers should determine the extent of their employees in possessing them. One may use tests and evaluations methods to select the best. The supervisors mostly conduct this step. Subordinate staff, customers, and peers evaluate the performance of the executives and the supervisors. Cost-benefit analysis The cost that related to the method of training must be affordable. This goes in hand with training time, content development, evaluation, delivery, lost productivity and expenses incurred. Plan for training evaluation Managers decide how they will know if the training was a success. Training is considered effective once the materials are retained for use in the job. (Marshall, 2015) Evaluations are based on the improvements in job performance, meeting business goals and a whole positive return on the organization.