Courses
HR Analytics: Exploring Employee Data in R
中间的技能水平
更新 2022年8月RExploratory Data Analysis5小时16 videos60 Exercises4,750 XP11,998成就声明
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试试DataCamp for Business课程描述
Get to Grips with HR Data Analytics
Businesses are increasingly counting on their human resources departments to answer questions, provide insights, and make recommendations using data about their employees. This process is known as HR analytics, people analytics, talent analytics, or workforce analytics.HR analytics has become increasingly important as businesses realize how employee data plays a big role in business decision making. Taught by a People Analytics Partner at Facebook, Ben Teusch, you will learn the best practices of HR analytics and apply it to a number of practical exercises.
Learn to Analyze Recruitment and Employee Safety Data
This course starts off by introducing the basics of HR analytics. Next, you will explore a case study where you'll analyze and visualize recruiting data to determine which source of new candidates ultimately produces the best new hires.The last chapter explores employee safety data. Here, you will work on how you can use data to improve workplace environments. This interactive course will provide you with a set of guiding questions to help you look for explanations for an increase in workplace accidents.
Upon completing this course, you will be able to manipulate, visualize, and perform statistical tests on HR data through a series of HR analytics case studies.
先决条件
Introduction to Regression in R1
Identifying the best recruiting source
In this chapter, you will get an introduction to how data science is used in a human resources context. Then you will dive into a case study where you'll analyze and visualize recruiting data to determine which source of new candidates ultimately produces the best new hires. The dataset you'll use in this and the other chapters in this course is synthetic, to maintain the privacy of actual employees.
2
What is driving low employee engagement?
Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. There is disagreement about the strength of the connection between employee engagement and business outcomes, but the idea is that employees that are more engaged will be more productive and stay with the organization longer. In this chapter, you'll look into potential reasons that one department's engagement scores are lower than the rest.
3
Are new hires getting paid too much?
When employers make a new hire, they must determine what the new employee will be paid. If the employer is not careful, the new hires can come in with a higher salary than the employees that currently work at the same job, which can cause employee turnover and dissatisfaction. In this chapter, you will check whether new hires are really getting paid more than current employees, and how to double-check your initial observations.
4
Are performance ratings being given consistently?
Performance management helps an organization keep track of which employees are providing extra value, or below-average value, and compensating them accordingly. Whether performance is a rating or the result of a questionnaire, whether employees are rated each year or more often than that, the process is somewhat subjective. An organization should check that ratings are being given with regard to performance, and not individual managers' preferences, or even biases (conscious or subconscious).
5
Improving employee safety with data
In many industries, workplace safety is a critical consideration. Maintaining a safe workplace provides employees with confidence and reduces costs for workers' compensation and legal liabilities. In this chapter, you'll look for explanations for an increase in workplace accidents.