Predictive analytics can be used to simplify work processes
Predictive analytics can be used to simplify work processes
Predictive analytics can be used to simplify work processes
Guided Response: Respond to at least two of your fellow students’ or instructor posts in a substantive manner and provide information or concepts that they may not have considered. Each response should have a minimum of 100 words. Support your position by using information from the week’s readings. You are encouraged to post your required replies earlier in the week to promote more meaningful and interactive discourse in this discussion forum. Continue to monitor the discussion forum until Day 7 and respond with robust dialogue to anyone who replies to your initial post.
Natasha Williamson
SaturdayNov 7 at 12:53pm
Week 4 discussion2
Predictive analytics can be used to simplify work processes ,save time, create more accurate forecasts for staffing, help meet customer’s needs, and to provide up to the minute time-keeping (BasuMallick, 2018). Opinions about this issue vary. Some say humans are better at “predicting” the needs of an organization or hiring staff while other research suggests keeping humans out of certain decisions leads to better outcomes. The article Humans versus AI by Lin Gronsing-Pophal written in 2018 is a proponent of keeping humans at the forefront of decision making processes. The article written by Danni White in 2019 titled Top Three Examples of Predictive Analytics in Human Resources gives examples of how humans can be more of a problem than a help in decision making processes.
Predictive analytics can be used to increase the effectiveness of scheduling and PTO use and decrease employee turnover. An example includes using it to retain employees in a department of the lab that seems to always have an issue with staffing. That area is Phlebotomy/Processing. If data was obtained about why people do not stay in those jobs, it would lead to lower turnover rates. One issue to consider is: do people leave the job because of the work, or dp they leave because they were not the right person to hire for the job? Would it make a difference to hire different people, or is there something about the job itself that makes people not want to stay?
One example of a company that has used predictive analytics effectively includes Credit Suisse. They have used it to decrease employee turnover (White, 2019). They did a study of employees to find out why people quit. Another company, E.On decreased employee absenteeism using predictive analytics (White, 2019). They used statistics and other data to study the behavior of their employees. They found that not having a long holiday during the year led to increased absenteeism (White, 2019).
References
Aggarwal, V., CTO, & Minds, A. (2015). Data science and predictive analytics enabling better hiring mechanisms for enterprises. Dataquest, Retreived from https:// search-proquest-com.proxy-library.ashford.edu/ docie1751474203accountid=32521
BasuMallick, C. (n.d.). Why Predictive Analytics is a Game Changer for Human Capital Management. Retrieved November 07, 2020, from https://www.hrtechnologist.com/articles/performance-management-hcm/why-predictive-analytics-is-a-game-changer-for-human-capital-management/
Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.).Retrieved from https://www.vitalsource.com (Links to an external site.)
Castellano, S. (2014, July). Decision science: Predictive talent analytics tells us whom to hire and how we should manage them. TD Magazine, 68(7), 32–37. Retrieved from https://www.td.org/ (Links to an external site.)
Cook, I. (2017). HR intelligence: Here are several ways analytics can help solve the retail industry’s most pressing workforce challenges. Retail Merchandiser, 57(4), 86–87. Retrieved from http://www.retail-merchandiser.com/
Fleck, C. (2016, June). An algorithm for success: People analytics are becoming as important as people skills in making insightful workforce decision. HR Magazine, 61(5), 130–135. Retrieved from https://www.shrm.org/
Grensing-Pophal, L. (2018, September). Humans versus AI: Today’s best HR decisions come from using both data and intuition. Credit Union Management, 41(9), 18– 20. Retrieved from https://cumanagement.com/
White, D. (2019, June 05). Top 3 Examples of Predictive Analytics in HR: HR Technology. Retrieved November 07, 2020, from https://www.techfunnel.com/hr-tech/top-3-examples-of-predictive-analytics-in-hr/
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