A machine learning-based analytical framework for employee turnover prediction

Employee turnover(ET)can cause severe consequences to a company,which are hard to be replaced or rebuilt.It is thus crucial to develop an intelligent system that can accurately predict the likelihood of ET,allowing the human resource management team to take pro-active action for retention or plan for succession.However,building such a system faces challenges due to the variety of influential human factors,the lack of training data,and the large pool of candidate models to choose from.Solutions offered by existing studies only adopt essential learning strategies.To fill this methodological gap,we propose a machine learning-based analytical framework that adopts a streamlined approach to feature engineering,model training and validation,and ensemble learning towards building an accurate and robust predictive model.The proposed framework is evaluated on two representative datasets with different sizes and feature settings.Results demonstrate the superior performance of the final model produced by our framework.

Modeling and simulation of voluntary employee turnover using catastrophe theory: A case study on a manufacturing enterprise in China

The Lewisian turning-point obviously increase the labor costs of Chinese manufacturing firms,it made the employee turnover to become the key problem that how to keep the enterprise human resource stability.Here,the conceptual catastrophe model of employee turnover is built from the new perspective of empirical study and catastrophe theory.In particular,we developed a parameter estimation method of the Cusp catastrophe model based on qualitative simulation and fuzzy math,and then to demonstrate the rationality and robustness of this method by a practical case on a manufacturing enterprise.In the end,a series of virtual experiments are carried out for the employee turnover in the period of China’s economic transformation.The main results are that,how to measure the warning,critical and mutation area of employee turnover;the real relationship between the complex economic environment and the demission of employees;the control policy from the macroscopic governmental measures and microscopic enterprise ways.

Study on the Turnover and Job Mobility of the State-owned Enterprise Employees in China

This study focuses on such relevant factors that can influence employees＇ turnover decision in state-owned enterprise of China as the wages, work pressure, relevant industry working conditions, job duties related to moving to other industries, and management. This research shows that the employees correct their expectations to the current job and other jobs in the industry on the basis of their initial work experience, which finally affects their turnover decision. In addition, the study also reveals that the turnover caused by the difference of wages, and the management reasons can make the employees completely leave the state-owned enterprises.

Preventing Employee Turnover

本文作者是Robert Half International公司的总载。作者认为,当今雇员竞争激烈,保留住合格雇员是管理者成功的标志之一。为了留住人员,抑止下属频频跳槽,公司就要使雇员始终处于挑战状态;同时不要忽略雇员对现有职业不满的蛛丝马迹。 The ability to keep quality employees is critical to being a successful manager,particularly in today's competitive hiring environment. One of the keys to retention(保留,保持) is making sure your staff remains challenged while recognizing signalsthat someone may be dissatisfied with his or her job。】

Mental Health Intervention in the Workplace amidst the COVID-19 Pandemic

The purpose of this project is to examine why the mental health of employees should be prioritized in the workplace. Most employees have likely experienced a visible illness or injury at some point during their careers. It is easier to identify these physical ailments that may adversely affect an employee’s performance at work, such as a broken leg or the common cold. However, there are conditions that are much less visible that negatively impact employees every day, and mental health is one of them. A person’s mental health is a significant factor in their work life that should not be ignored. While it may be difficult to recognize when someone is struggling with depression, anxiety, or another form of mental illness on the surface, employers should not automatically assume their entire staff is okay. As a result of the COVID-19 pandemic coupled with an increase in civil unrest in society, employers must reevaluate the way they conduct business, starting with the treatment of their employees. To aid employers with prioritizing mental health at work, this paper’s objectives are to address the stigma associated with mental health issues/illness, develop recommendations for inclusive work environments, increase an employer’s investment in mental health, reduce employee turnover, and normalize respect in the workplace. The findings are discussed, and recommendations are provided. Employers who intentionally prioritize and invest in their employees’ mental health will significantly reduce the costs associated with attracting and recruiting new staff due to high turnover rates. Additionally, their reputation as a preferred employer will increase.

Effects of Sustained, Coordinated Activities Programming in Long-Term Care: The Memory in Rhythm® Program

Beneficial effects of providing engaging activities to long-term care residents have been well documented. However, it is important to determine the effects of activities when providing throughout the day, especially as they related to outcomes salient to administrators. We describe the creation and pilot testing of a sustained, coordinated activities program, Memory in Rhythm&#174(MIR), which incorporated Montessori-Based Dementia Programming&#153, in a skilled nursing facility (SNF). Effects of implementing MIR then were examined in memory care units in 16 aged care centers—9 SNFs and 7 assisted living residences in Ohio. For these centers, all data were collected over a period of one year before and one year after implementation of MIR. Results indicate that implementation of MIR was associated with reductions in medication use, increased census, decreased employee turnover, decreased wandering and agitation, and increased sleeping at night, eating and capacity for activities of daily living. In the SNFs, increases in RUGS case mix and use of Medicare Part B (rehabilitation services) were noted, while in assisted living implementation also was related to increased amount of time residents who were able to age in place. Implications of these findings are discussed.