Analyzing the Impact on Employee Attrition at IBM: An HR Analytics

Study

Dissertation Report submitted in Partial fulfillment of the requirement for the

Award of the degree of
MASTER OF BUSINESS ADMINISTRATION
of
BANGALORE UNIVERSITY

By
Mr. Ms./Miss. (K.BRAMHINI)
(Register No)
P03AS21M0031

Under the guidance of

Prof./ Dr. (RAVICHANDRA REDDY)
(Dean of Academics)

DEPARTMENT OF BUSINESS MANAGEMENT

AIMS-IBS COLLEGE, BOMMASANDRA,
BANGALORE-560099
2023
Analyzing the Impact on Employee Attrition at IBM: An HR Analytics
Study
Dissertation Report submitted in Partial fulfillment of the requirement for the
Award of the degree of
MASTER OF BUSINESS ADMINISTRATION
of
BANGALORE UNIVERSITY

By
Mr. Ms./Miss. (K.BRAMHINI)
(Register no)
P03AS21M0031

Under the guidance of

Prof./ Dr. (RAVICHANDRA REDDY)
(Dean of academics)

DEPARTMENT OF BUSINESS MANAGEMENT

AIMS-IBS COLLEGE, BOMMASANDRA,
BANGALORE-560099

2023
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I hereby declare that the Dissertation report titled “Analyzing the Impact on

Employee Attrition at IBM: An HR Analytics Study”

submitted in partial fulfillment of the requirement of degree of Master of Business
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2020-2022 under the Guidance (Ms.K.BRAMHINI /Dr. RAVICHANDRA REDDY) in
Department of Management .

I further declare that this Dissertation Report is the outcome of my own efforts and that is not
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Dr. VENKATESH A ARAKERI

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 Table of Contents
Sl. No Report particulars Page No.
1. Executive summary and Introduction
2. Theoratical Study and Background

3. Company Profile
4. Application of Theoratical Framework
5. Analysis and Interpretation of Financial
reports
6. Learning experience- findings and
suggestions,conclusions

7. Bibliography
EXECUTIVE SUMMARY:
This report is study of HR Data Analysis using Python and Business Intelligence Tool based
on a project . The aim in this visualization report is to studying employee attrition and
figuring out what causes high turnover rates, HR analytics can be quite helpful. HR analytics
can find patterns and correlations in employee data, including demographics, job satisfaction,
performance, and tenure, that can be used to forecast which employees are most likely to quit
the organisation.. This visualization showing statically information in a single dashboard

In any organization, an employee is more vital for the success and viability of a business. The
organization which attracts competent employees, utilize human resources efficiently,
manage talent effectively and retain employees is securing the long term success for the
business. Human resource (HR) analytics have the potential to bring great value to the
decision making the ability of HR leaders on human and organizational capital. Human
resource analytics are useful for improving employee performance and getting an optimal
return on investment (ROI) on its human capital. This article examines the application of the
emerging discipline of HR analytics for business transformation and success. The relevant
literature is reviewed about the integration of HR into business performance measurement. It
indented and describes the HR's strategic role, functions and application of HR analytics.
Thus, organizations should invest aggressively in this new discipline, link it to the rest of the
business, and reskill their teams to bring data to work in every major people related decisions.

KEYWORDS:
HR analytics, data-driven on HR-employee attrition, HR professionals, ROI, Organizational
transformation,tableaue,python

INTRODUCTION:

In any organization, an employee is more vital for the success and viability of a business.
The traditional role of human resource was to collect and keep track of the employee's
professional and personal information through manpower inventory, payroll, health & safety
and performance management. Now, with the advent of new technology, human resource
departments are generating more data than ever before. However, they often struggle to turn
their data into valuable managerial insights

The goal of human resource management is to use all available tools, techniques, practises,
strategies, and approaches to understand how well employers and employees collaborate to
achieve shared organisational objectives. Any organisation needs its human resources.

, HRM offers all the tools, techniques, approaches, principles, and forms of behaviour
recommendations. Some organisations are seeking to implement these technologies that can
improve their working practises because they recognise how crucial HRD is for any
organisation. Only the HR Function lagged behind because of its reliance on metrics and
scorecards for data that While the human resource department contributes to successful
organisational performances by establishing a link between HR actions and financial
outcomes, human resources play a crucial role. Only the human resource function of any
business lagged behind due to its reliance on metrics and scorecards of data that can be
quantified. All functions of any organisation play important roles since their results can be
easily examined. Due to its qualitative nature in the human resource function, the majority of
the data could not be quantified. Nevertheless, as technologies advance, human resources is
moving forward in its knowledge of how people impact the organisation. Organizations
generate a lot of HR data, making its collection and analysis challenging.The company has
had tremendous expansion in recent years, particularly in the 21st century's in-service sector.
New cutting-edge techniques and technologies have been developed in such industries as they
are expanding quickly. Organizational operations have improved as a result of development
and new methods, and these organisations are growing effectively and efficiently. Businesses
strive to increase their competitive advantages. Companies are embracing these technologies
quite quickly, and techniques that might aid in keeping employees using the HRD as human
resource management is crucial for any firm. It is the only organisational function that
directly affects its workforce. In order for employers and employees to collaborate and
accomplish competitive corporate goalscan be quantified; most HR data was qualitative and
could not be quantified; analysis of HR data was largely based on intuition. But, HR is now
working to better understand how employees impact the company. The firm has evolved its
HR analytics to also quantify the qualitative data. HR analytics aid in the collection, analysis,
and measurement of HR data. HR analytics offers current, accurate data and helps with future
decision-making. It helps in providing a solution to organizational problems. HR analytics
aligns HR strategy overall business strategy.

Employee attrition is the pace at which workers depart a company over a predetermined
amount of time. High employee attrition can have negative effects on an organisation, and
HR departments are crucial in controlling this problem.

Poor management, low job satisfaction, little possibilities for career growth and advancement,
insufficient pay and benefits, and a lack of work-life balance are a few reasons that might
contribute to significant employee churn. Implementing employee retention initiatives,
enhancing employee engagement and communication, creating chances for professional
growth and training, and providing competitive pay and benefits packages are just a few
measures HR departments may do to lower attrition rates. High employee turnover can have
serious negative effects on a business, including higher costs associated with hiring and
recruiting new employees, less productivity, lower morale among surviving employees, and
harm to the organization's reputation. It may be necessary for HR departments to devote
additional time and money to hiring and onboarding new staff, which may be expensive and
time-consuming.

HR departments can concentrate on creating a positive company culture that encourages

employee engagement, job satisfaction, and a sense of belonging in addition to lowering
attrition rates. This may entail fostering a positive workplace culture, fostering employee
participation and feedback, recognising and rewarding employee contributions, and
encouraging work-life balance. Overall, managing employee attrition is a critical function of
HR departments. By taking proactive steps to reduce attrition rates and improve employee
retention, organizations can improve their bottom line, enhance their reputation, and create a
more positive work environment for all employees.

Finding high-risk employees: HR analytics can be used to find staff members who are most
likely to leave the organisation. Analyzing variables including employee engagement, job
happiness, performance, and tenure might help with this. After HR has identified high-risk
workers, proactive measures can be taken to keep them on board.

Knowing the causes of attrition:

HR analytics can be used to determine the reasons why employees leave the organisation. HR
can find patterns and trends in employee exit surveys that can be used to address the
underlying reasons of attrition.

Attrition forecasting: HR analytics can be used to identify the workers who are most likely to
depart the firm soon. HR can create prediction models that can aid by studying employee data
and identifying factors that contribute to attrition.

HR analytics can assist in the development of efficient retention strategies. HR may create
focused interventions to help increase employee retention rates by identifying the variables
that contribute to attrition.

In general, HR analytics can offer useful insights on employee attrition and assist firms in
creating practical retention strategies.

Around 94 percent of executives and 88 percent of employees believe that distinct workplace
culture is important to business success- source Deloitte. This is why it is important to build a
positive work culture for your employees. Toxic work culture employees well being, which
directly leads to high absenteeism and low productivity.

How to fix it– If toxic workplace culture is a major reason for your high employee turnover,
then you need to evaluate whether or not your employees are feeling valued, heard, and
appreciated in the organization. Conduct polls and surveys to take feedback on certain
company policies, communicate openly with your employees, listen to their feedback and act
on it and promote inclusion. Avoid micromanaging, offer more autonomy and flexibility.
In the end, everybody looks for an organization that offers them continuous growth and
development opportunities. You can lose your best players due to a lack of suitable growth
and development programs. Nobody would enjoy working in the same job role for the rest of
their professional career. So always focus on providing necessary training and coaching to
your employees.

How to fix it – Always try to help your employees grow financially, professionally, and
personally. Encourage learning among employees by offering them regular training sessions,
by paying for their online courses or other educational programs, or also give them
opportunities to grow within the company by assigning them greater responsibilities
HR ANLYTICS
The practise of employing data analysis to understand and enhance many areas of HR
functions is known as HR analytics, sometimes known as people analytics. It entails
gathering, examining, and interpreting information on a company's workforce in order to
make defensible decisions that influence corporate performance.

Organizations can utilise HR analytics to better understand trends, anticipate future

behaviour, and enhance HR procedures including hiring, retaining, engaging employees, and
performance management. HR professionals can design data-driven plans to solve problem
areas by evaluating data to find areas for improvement.

Analyzing employee attrition rates, spotting skill shortages within the company, gauging the
effectiveness of employee training initiatives, and foreseeing future hiring requirements
based on previous data are some examples of HR analytics. Moreover, HR analytics can be
used to determine potential instances of bias or discrimination, as well as to evaluate the
success of HR initiatives and policies like diversity and inclusion programmes.

To make sure that the analysis is pertinent and usable, HR analytics involves a combination
of technical abilities, such data analysis and statistics, and HR expertise. HR professionals
can benefit from the organisation as a whole by using the insights obtained from HR analytics
to make wise decisions that enhance employee performance and wellbeing.

HR management teams of every organization have some challenges and problems in

common. Few of the major HR issues in any given company are higher employee attrition
rates, performance issues, compensation planning, career development initiatives plans etc.
There might be instances where an employee might have performed well consistently but
due to lack of appreciation has left the organization. This is a serious concern for any
organization that values its employees. Lack of proper HR decision making leads to
employee dissatisfaction and disengagement. The usage of data analytics has therefore
helped a lot in effective human resource management. Companies are leveraging the
benefits of HR analytics to plan bonuses, salary jumps, promotions as per the performance
of the employees. Also, since data analytics helps in a data-driven HR decision making, you
can better understand and relate to your workforce. 

HR management is one of the key concerns for any organization as human resources form
the backbone of the entire system. Hence, the usage of HR analytics has increased over the
last few years for its varied benefits and outstanding resultsOne of the important aspects of
HR management is hiring good quality talent. However, the hiring process can be very long
and the talent acquisition team has to take care of a multitude of different aspects, which
keeps them busy. Amid all this, what can be done to hire the right candidate and ensure that
they join and stay for a long period of time in the organizations. Well, these questions are
answered and taken care of by HR analytics. For example, the talent acquisition managers
can analyze how many candidates to reach and what type of profiles to shortlist for a specific
role. These days, employees are preferring to leave organizations within a short span of
time. Why? There can be many reasons behind this, but it is crucial for you to know the
reason behind employee attrition in your organization. HR analytics identifies the hidden
patterns and trends by using employee-related data to answer why employee retention is
high in your organization and what are the factors behind the same. Not only this, HR
analysts make use of different data to suggest ways to decrease the attrition rate. It is widely
known that productivity levels can never be constant given that all employees are different
from one other. However, HR analytics helps in arriving at an approximate productivity level.
By using various types of employee-related data, such as total hours worked, overtime
hours, leaves, target achievement , profits, etc., HR analytics draws insights regarding
whether an employee has been assigned more work than usual or is underperforming by
delaying the assigned work. All these factors help in charting out suitable employee
productivity strategies for increased performance. For example, you implement a new
strategy and wish to know the employee reaction; HR analytics can help you with this by
collecting the data of each employee’s reaction. Based on the result of the data and the
analysis, the HR management can work toward boosting employee satisfaction. This not
only helps in formulating effective HR policies, but also inculcates a sense of belongingness
in the employees and they start trusting their organization

Predictive Analytics as we all know analyzes past and historical data to make predictions
and forecasting for the future. Predictive analytics is used in HR analytics to get actionable
insights on improving human resources related processes and data-driven decision making.
All the past data related to HR is collected, processed and analyzed to make predictions
regarding which employees have the probability of growing up the ladder and bringing
profitability to the business. Predictive analytics can also help in forecasting the long term
results of new or existing employee appraisal parameters. Sometimes, HR analysts also
help the management by forecasting the organizational performance growth by using
predictive analytics. Not only this, using predictive analytics, the HR management has a
sound estimation of which employee is going to contribute how much in the overall
organization profits in a given period of time. This is how predictive analytics is being
leveraged by HR managers in the majority of the organizations.
So far, we have discussed how HR analytics has helped a majority of organizations.
Hence, at this point, it becomes important to know what are the future market trends
in HR analytics. The following are some of the popular HR analytics market trends:

 The global HR analytics market is expected to grow at a compound annual

growth rate of 14.2 percent, from 2020 to 2027, to reach US$6.29 billion by
2027. 
 Millions of organizations around the world are expected to witness an
increase in artificial intelligence (AI) and machine learning (ML) in HR
analytics, thus paving a way for even more job opportunities for data analytics
professionals and HR analytics solution vendors
 The banking, financial services, and insurance (BFSI) sector is expected to be
the highest market shareholder in the global HR analytics market.

HR analytics can be used in a variety of fields to improve HR processes, make data-driven

decisions, and drive business performance. Here are some examples of how HR analytics is
used in different fields:

Recruitment: HR analytics can be used to identify which recruitment channels are most
effective, assess the quality of candidates, and measure the time-to-hire for different
positions. This information can help organizations make data-driven decisions about their
recruitment strategies, improve the quality of hires, and reduce the time and cost associated
with the hiring process.

Employee engagement: HR analytics can be used to measure employee engagement and

identify factors that contribute to high or low engagement levels. This information can be
used to develop strategies to improve employee engagement, such as offering more
opportunities for career development, improving communicationand feedback, or
implementing recognition programs.

Performance management: HR analytics can be used to measure employee performance,

identify high-performing employees, and assess the effectiveness of performance
management processes. This information can be used to make data-driven decisions about
promotions, raises, and other incentives, as well as to improve the performance management
process itself.
Diversity and inclusion: HR analytics can be used to measure the diversity of the workforce,
identify potential areas of bias or discrimination, and assess the effectiveness of diversity and
inclusion initiatives. This information can be used to develop strategies to improve diversity
and inclusion, such as implementing training programs or improving recruitment practices.

Compensation and benefits: HR analytics can be used to assess the competitiveness of

compensation and benefits packages, identify areas where improvements can be made, and
measure the impact of compensation and benefits on employee retention and engagement.

Overall, HR analytics can be used in a wide variety of fields to help organizations make
informed decisions about their HR processes and improve the performance and well-being of
their workforce.

FUNCTIONS OF HR ANALYTICS:
Data Analysis using Business Intelligence Tools

What is Business Intelligence?

The tools, systems, and methods used to gather, integrate, analyse, and present
corporate information are referred to as business intelligence (BI). Business intelligence's
objective is to give organisations useful insights they can utilise to steer corporate
performance and make wise decisions.

Data warehousing, data mining, reporting, dashboarding, and analytics are just a few of the
many tools and methods that fall under the umbrella of business intelligence. Data from
internal systems, external data sources, and even social media are collected and integrated
using these techniques.
 Data can be studied to find patterns, trends, and possibilities after it has been gathered and
incorporated. Making data-driven judgements about everything from product development to
marketing plans to financial planning can be done with this information.

In today's data-driven business climate, where firms must handle massive volumes of data to
remain competitive, business intelligence is especially important. Organizations can gain a
competitive edge by seeing opportunities and acting swiftly to market developments with the
proper BI tools and strategies.

In general, business intelligence is an effective tool for companies trying to improve

performance, make well-informed decisions, and streamline business operations.
Organizations can acquire understanding of their operations and market trends by utilising
data and analytics, which can be used to direct their strategic decisions and improve their
bottom line.

EXAMPLES OF BUSINESS INTELLIGENCES

Much more than a specific “thing,” business intelligence is rather an umbrella term that
covers the processes and methods of collecting, storing, and analyzing data from business
operations or activities to optimize performance. All of these things come together to create a
comprehensive view of a business to help people make better, actionable decisions. Over the
past few years, business intelligence has evolved to include more processes and activities to
help improve performance. These processes include:

 Data mining: Using databases, statistics and machine learning to uncover trends in large
datasets.
 Reporting: Sharing data analysis to stakeholders so they can draw conclusions and make
decisions.
 Performance metrics and benchmarking: Comparing current performance data to
historical data to track performance against goals, typically using customized dashboards.
 Descriptive analytics: Using preliminary data analysis to find out what happened.
 Querying: Asking the data specific questions, BI pulling the answers from the datasets.
 Statistical analysis: Taking the results from descriptive analytics and further exploring the
data using statistics such as how this trend happened and why.
 Data visualization: Turning data analysis into visual representations such as charts, graphs,
and histograms to more easily consume data.
 Visual analysis: Exploring data through visual storytelling to communicate insights on the fly
and stay in the flow of analysis.
 Data preparation: Compiling multiple data sources, identifying the dimensions and
measurements, preparing it for data analysis.

HOW BUSINESS INTELLIGENCE WORKS:

Business intelligence (BI) refers to the process of gathering, analyzing, and presenting data to
help organizations make informed business decisions. Here's how it works:

Data Collection: BI systems gather data from various sources such as transactional systems,
social media, customer feedback, and more.

Data Integration: The data is then integrated and transformed into a consistent format to make
it easier to analyze.

Data Analysis: BI tools analyze the data to identify patterns, trends, and insights. This
involves using statistical and data mining techniques to extract meaning from the data.

Data Visualization: The insights gained from data analysis are then presented in a way that is
easy to understand, typically through charts, graphs, and other visualizations.

Decision-Making: The insights gained through BI are used to inform business decisions, such
as which products to promote, which markets to enter, and how to optimize operations.

Overall, BI enables organizations to make data-driven decisions that can help them optimize
performance, identify new opportunities, and stay ahead of the competition
BUSINESS INTELLEGENCE TOOLS:

TABLEAUE:
Business intelligence (BI) software called Tableau aids users in the visualisation and analysis
of data. Users are able to share findings with others, generate interactive dashboards and
reports, and link to a variety of data sources.

Here are some of the key features of Tableau:

Data Connectivity: Tableau can connect to various data sources such as databases,
spreadsheets, cloud services, and big data platforms

Data Visualization: Tableau provides a wide range of charts, graphs, and maps that users can
use to create interactive dashboards and reports. Users can customize the visualizations by
changing colors, fonts, and other design elements.

Data Analysis: Tableau offers powerful data analysis tools such as data blending, forecasting,
and trend analysis. Users can create calculated fields, use statistical functions, and perform
complex calculations.

Collaboration: Tableau allows users to share their dashboards and reports with others in the
organization. Users can publish their work to Tableau Server or Tableau Online and
collaborate in real-time.

Mobile Access: Tableau offers mobile apps for iOS and Android devices, allowing users to
access their dashboards and reports on the go.

Overall, Tableau is a powerful BI tool that can help users analyze and visualize data to gain
insights and make data-driven decisions.

USES OF TABLEAUE:

A well-liked business intelligence (BI) tool for data visualisation and analysis is
Tableau. Following are some of the main applications for Tableau in business intelligence:
Data visualisation: Tableau enables users to build engaging visual representations of their
data that make it simpler to comprehend and examine. Users can design unique dashboards
and reports using the tool's extensive selection of graphs, maps, and charts.

Data Analysis: With the help of Tableau's robust data analysis features, users can combine
and integrate data from various sources, carry out computations and statistical analyses, and
spot patterns and trends in the data.

Business Reporting: Tableau gives users the option to design specialised reports that can be
instantly updated with the most recent data. Users can now quickly and simply share insights
with colleagues within the company.

Data exploration: Tableau offers straightforward and interactive ways for users to explore
data. Users can delve down into the data, sort it, and apply filters to better understand trends
and patterns.

Tableau includes sophisticated predictive analytics features that let users build models and
forecast the future using data from the past.

Data visualisation and analysis in real-time are made possible by Tableau's ability to connect
to real-time data sources.
Tableau is an effective application that offers strong data visualisation, analysis, and
reporting capabilities, enabling businesses to make decisions based on data.

TYPES OF TABLEAUE TOOLS:

Tableau is a potent business intelligence and data visualisation platform that provides a range
of tools and products to assist users in creating, sharing, and collaborating on data-driven
insights. Here are a few of the most common Tableau tool categories:

Tableau Desktop: This is the main authoring and publishing tool of Tableau, which allows
users to connect to data sources, create interactive visualizations, dashboards, and stories.

Tableau Prep: This is a data preparation tool that enables users to clean, shape, and combine
data from multiple sources before analyzing it in Tableau Desktop.
Tableau Server: This is an enterprise-level platform that allows users to share and collaborate
on interactive dashboards, visualizations, and reports with others in their organization.

Tableau Online: This is a cloud-based version of Tableau Server that enables users to publish
and share their Tableau content on the web.

Tableau Mobile: This is a mobile app that allows users to access and interact with their
Tableau content on-the-go, on their smartphones or tablets.

Tableau Public: This is a free, public version of Tableau that allows users to publish and
share their data visualizations and stories with a wider audience on the web.

Tableau Reader: This is a free desktop application that allows users to view and interact with
Tableau content created by others, without the need for a Tableau Desktop license.

KEY TERMS USED IN TABLEAUE:

DATA ANALYSIS USING TABLEAU

Using Excel:
Data stored in tableau workbook:
HR Data Analysis using python

Modules Used
Pandas: It is used for analyzing the data,
NumPy: NumPy is a general-purpose array-processing package.

Matplotlib: It is a numerical mathematics extension NumPy

Seaborn: It is used for visualization statistical graphics plotting in Python
 Stepwise Implementation
 Importing libraries
 Reading the HR Dataset
 Visualizing
COMPANY PROFILE

With its headquarters in Armonk, New York, and operations in more than 175 nations, the
International Business Machines business (IBM), sometimes known as Big Blue is an
American global technology business.It offers hosting and consulting services in a variety of
fields, including mainframe computers and nanotechnology, and is an expert in computer
hardware, middleware, and software. With 19 research sites spread over a dozen nations,
IBM is the largest industrial research organization in the world. From 1993 to 2021, IBM
held the record for the most annual U.S. patents produced by a firm.

The Computing-Tabulating-Recording Company (CTR), a holding company for producers of

measuring and record-keeping equipment, was the precursor to IBM when it was established
in 1911. In 1924, the company changed its name to "International Business Machines," and it
quickly rose to the top of the punch-card tabulating industry. IBM would rise to prominence
over the following several decades as a market leader in a number of cutting-edge
technologies, including electric typewriters, electromechanical calculators, and personal
computers. The IBM mainframe, represented by the System/360, was the preeminent
computing platform during the 1960s and 1970s, and the firm manufactured 70% of
computers globally and 80% of computers in the United States.

After setting the bar for personal computers by developing the multifunctional
microcomputer in the 1980s, IBM started to lose market share to new rivals. The corporation
started decommissioning its commodity production operations in the 1990s, most notably by
selling its personal computer sector to the Lenovo Group in 2005. Since then, IBM has
focused on software, supercomputers, computer services, and scientific research. its
supercomputers since 2000 have continuously been among the most powerful in the world. In
2001, it was the first business to produce more than 3,000 patents in a single year; in 2008, it
broke this record with more than 4,000 patents.[12] The business owned 150 000 patents as
of 2022.

The automated teller machine (ATM), dynamic random-access memory (DRAM), floppy
disk, hard disk drive, magnetic stripe card, relational database, SQL programming language,
and UPC barcode were all inventions of IBM, one of the oldest and largest technology
companies in the world.The business has achieved progress in the fields of quantum
computing, artificial intelligence, data infrastructure, and advanced computer processors.
Several awards for scientific research and inventions have been given to IBM workers or
graduates, including six Nobel Prizes and six Turin. he Dow Jones Industrial Average
includes 30 firms, including publicly traded IBM. With more than 297,900 employees
worldwide in 2022, it is one of the biggest employers in the world.According to Fortune,
IBM is the 49th largest corporation overall and the seventh largest technology company by
sales, despite its relative decrease within the technology sector.It is also frequently included
among the most valuable, admired, and recognizable brands in the world[17] and has a
passionate following among customers and IT aficionados

VISION:

The mission of IBM is to be a global leader in cloud and cognitive solutions that use data to
revolutionize businesses and professions. The strategy used by IBM aims to employ cloud
computing, artificial intelligence, and other cutting-edge technologies to assist companies and
organizations in maximizing the value of their data and making better decisions.

IBM is dedicated to using technology to build a more sustainable future as part of its overall
strategy. The company uses digital solutions to help customers lessen their environmental
effect, promote ethical procurement, and lessen their own carbon footprint.

In general, IBM's mission is focused on utilizing technology to spur innovation and improve
the world.
PRODUCT AND SERVICES:

The range of goods and services offered by IBM is extensive and varied. As of 2016, these
services fall under the headings of cybersecurity, cloud computing, artificial intelligence,
business, data and analytics, Internet of Things (IoT), IT infrastructure, mobile, and the
digital workplace.

Platform as a service (PaaS), infrastructure as a service (IaaS), and software as a service

(SaaS) are all offered through public, private, and hybrid cloud delivery models on the IBM
Cloud. For instance, using the IBM Bluemix PaaS, developers may quickly build intricate
websites using a pay-as-you-go business model. The dedicated server, managed hosting, and
cloud computing company IBM SoftLayer announced in 2011 that it hosted more than 81,000
servers for more than 26,000 clients.Additionally, IBM offers Cloud Data Encryption
Services (ICDES), which uses cryptographic splitting to protect client data. IBM also hosts
the industry-wide cloud computing and mobile technologies conference InterConnect each
year. IBM's Power microprocessors, which are found within numerous console game systems
like the Xbox 36 PlayStation 3, and Nintendo's Wii U, were designed for these
categories.IBM Secure Blue is encryption hardware that can be integrated into processors,
and in 2014, the company unveiled TrueNorth, a neuromorphic CMOS integrated circuit, and
announced a $3 billion investment over the next five years to develop a neural chip that
mimics the human brain and uses just 1 kilowatt of power while having 10 billion neurons
and 100 trillion synapses. The business introduced all-flash arrays for small and midsized
businesses in 2016, which come with software for data compression, provisioning, and
system snapshots.

IT outsourcing also represents a major service provided by IBM, with more than 60 data
centers worldwide.alphaWorks is IBM's source for emerging software technologies, and
SPSS is a software package used for statistical analysis. IBM's Kenexa suite provides
employment and retention solutions[buzzword], and includes the BrassRing, an applicant
tracking system used by thousands of companies for recruiting. IBM also owns The Weather
Company, which provides weather forecasting and includes weather.com and Weather
Underground.

Smarter Planet is an initiative that seeks to achieve economic growth, near-term efficiency,
sustainable development, and societal progress,targeting opportunities such as smart grids,
water management systems, solutions to traffic congestion, and greener buildings. services
provisions include Redbooks, which are publicly available online books about best practices
with IBM products, and developerWorks, a website for software developers and IT
professionals with how-to articles and tutorials, as well as software downloads, code samples,
discussion forums, podcasts, blogs, wikis, and other resources for developers and technical
professionals.

In May 2022, IBM announced the company had signed a multi-year Strategic Collaboration
Agreement with Amazon Web Services to make a wide variety of IBM software available as
a service on AWS Marketplace. Additionally, the deal includes both companies to make joint
investments that make it easier for companies to consume IBM’s offering and integrate them
with AWS, including developer training and software development for select markets.

In November 2022, the company came out with a chip called the 433-qubit Osprey. Time
called it "the world's most powerful quantum processor" and noted that if the processor's
speed were represented in bits, the number would be larger than the total number of atoms in
the universe. In an effort to streamline its products and services, beginning in the 1990s, IBM
has regularly sold off low margin assets while shifting its focus to higher-value, more
profitable markets. In 1991, the company spun off its printer and keyboard manufacturing
division to Lexmark, in 2005 it sold its personal computer (ThinkPad/ThinkCentre) business
to Lenovo, in 2015 it adopted a "fabless" model with semiconductors design and offloaded
manufacturing to GlobalFoundries, in 2021 it spun-off its managed infrastructure services
unit into a new public company named Kyndryl, IBM also announced the acquisition of the
enterprise software company Turbonomic for $1.5 billion.[ In 2022, IBM announced it would
sell Watson Health to private equity firm Francisco Partners.
BRAND AND REPUTATION:

IBM is regarded as one of the top technology businesses in the world, with a long history of
invention and a standing for excellence and dependability. Since it was founded in 1911, the
business has been at the forefront of numerous technological developments, including the
creation of the first industrial computers.

The foundation of IBM's reputation for quality, innovation, and dependability. The firm
places a great emphasis on research and development and makes significant investments in
creating innovative technologies and solutions that can aid companies in resolving
challenging issues and achieving their objectives.

Additionally, IBM has built a solid reputation for CSR activities, such as programs to lessen
its carbon footprint and advance sustainability. The business has received recognition from a
number of organizations for its commitment to sustainability, including being named to the
Dow Jones Sustainability Index and the FTSE4Good Index.

Overall, IBM's brand and reputation are built around its commitment to innovation, quality,
and corporate responsibility. The company is widely recognized as a leader in the technology
industry and is trusted by businesses and organizations around the world.

WORK CULCTURE:

More than 350,000 employees from more than 170 nations make up IBM's varied workforce.
The business encourages diversity, equity, and inclusion and works to foster a welcoming
workplace where every employee is treated with respect and worth.

The company's key values—dedication to the success of every customer, innovation that
matters for our business and the globe, and trust and personal accountability in all
interactions—form the foundation of IBM's culture. The organization places a strong
emphasis on ongoing learning and progress while encouraging people to think creatively,
take calculated chances, and accept change.
IBM has a strong commitment to employee development, providing opportunities for
training, mentoring, and career advancement. Additionally, the corporation provides a
number of perks to its employees, such as retirement plans, flexible work schedules, and
health and wellness initiatives.

IBM's culture is also characterized by its focus on corporate social responsibility, with a
strong commitment to sustainability, diversity, and community engagement. The company
encourages employees to get involved in charitable initiatives and supports a range of social
and environmental causes.

Overall, IBM has a people-focused culture that values diversity, innovation, and personal
responsibility. The company provides a supportive and inclusive work environment that
encourages employees to grow and develop both personally and professionally.

HOW EMPLOYEE ATTRITION IN IBM COMPANY IS THERE:

Attrition is a problem that impacts all businesses, irrespective of geography, industry and
size of the company. Employee attrition leads to significant costs for a business, including
the cost of business disruption, hiring new staff and training new staff. As such, there is
great business interest in understanding the drivers of, and minimizing staff attrition.

this context, the use of classification models to predict if an employee is likely to quit could
greatly increase the HR’s ability to intervene on time and remedy the situation to prevent
attrition. While this model can be routinely run to identify employees who are most likely
to quit, the key driver of success would be the human element of reaching out the
employee, understanding the current situation of the employee and taking action to remedy
controllable factors that can prevent attrition of the employee.

This data set presents an employee survey from IBM, indicating if there is attrition or not.
The data set contains approximately 1500 entries. Given the limited size of the data set, the
model should only be expected to provide modest improvement In in indentification of
attrition vs a random allocation of probability of attrition.
While some level of attrition in a company is inevitable, minimizing it and being prepared
for the cases that cannot be helped will significantly help improve the operations of most
businesses. As a future development, with a sufficiently large data set, it would be used to
run a segmentation on employees, to develop certain “at risk” categories of employees. This
could generate new insights for the business on what drives attrition, insights that cannot be
generated by merely informational interviews with employees.

IBM has created a number of employee engagement and retention programs to address staff
retention. For instance, the organization offers training, coaching, and career growth
possibilities for employee development. In order to promote work-life balance and employee
wellbeing, IBM also provides flexible work schedules and a number of benefits.

Additionally, IBM has been working to develop a diverse and inclusive workplace culture
that prioritizes the well-being of its employees and their professional development. Employee
resource groups and other programs have been formed by the corporation to support
diversity, equity, and inclusion as well as to foster a sense of community and belonging
among its staff.

Despite the fact that I am unable to acquire particular information about IBM's employee
attrition, the firm has undertaken a number of efforts and programs to help with employee
engagement and retention.
APPLICATIONS AND THEORITICAL FRAME WORK

Business applications for tableu:

FANTASTIC VISUALISATION:

You can now work with a lot of data that doesn’t have any order to it and
create a range of visualizations. Well, thanks to the in-built features of Tableau which
help you create visualizations that surely stand out of the crowd. You also have the
option of switching between different visualizations to bring about a greater context,
ways of drilling down data, and exploring the data at a minute level.

IN-DEPTH INSIGHTS:

Tableau can help enterprises futuristically to analyze data without any specific
goals in mind. You can explore visualizations and have a look at the same data from
different angles. You can frame ‘what if’ queries and work with data by hypothetically
visualizing it in a different manner and dynamically adding components for comparison and
analysis. When you are working with real-time data, then these capabilities are highlighted in
a huge manner.

USER-FRIENDLY APPROACH:

This is the greatest strength of Tableau. It is built from the ground level for
people who don’t have any technical skills or coding experience. So, everything can be
done with this tool by anybody without any prior set of skills. Since most of the features
are in a drag-and-drop format, each visualization is so intuitive and self-depicting.

WORKING AND DISPARATE DATA SOURCE:

Tableau has a powerful reason to be included by various organizations in

today’s data-driven world where data can come from any point and any disparate
sources. Tableau has an edge over other Business Intelligence and Analytics tools as it
lets you work by connecting to various Tableau data sources, data warehouses, and files
that exist in the cloud, big data that exists in spreadsheets, and non-relational data,
among other types of data. Tableau effortlessly blends all different types of data to help
organizations come up with compelling visualizations.

ADDING DATA SETS:

Be it a database or an Excel workbook, with Tableau, one can easily add new
datasets which get automatically blended with Tableau using common fields.

SWITCHING BETWEEN VISUALIZATION:

You also have the option of switching between different visualizations

to bring about a greater context, with ways of drilling down data and exploring it
at a minute level.

Tableau is one of the top Business Intelligence and Data Visualization tools
available today. It is being used by most of the Fortune Global 500 list of
companies in order to derive valuable insights from their data.

FRAMEWORK

TABLEAU ADOPTION ROADMAP

This series of papers aims to give a direction. The
roadmap offers a number of strategic and tactical suggestions and
actions that can help your firm develop a data culture and
successfully use tableau.More than simply implementing
technological features is required to promote adoption and foster
a data culture. Technology can help an organization have the
biggest impact, but creating a good data culture requires taking
many factors into account in terms of people, procedures, and
technology.

For data analysis and reporting, Tableau is a potent data

visualization application that is widely used in the IT industry. An
IT industry road plan for Tableau is provided below:
the fundamentals: Learn the fundamentals of Tableau first,
including how to use the many tools and capabilities, connect to
data sources, and create representations.

Learn the art of data visualization by developing your ability to

produce powerful visualizations, such as maps, charts, and
graphs.

Investigate advanced features: As your knowledge of Tableau

grows, investigate advanced features like calculated fields,
parameters, and data blending.

Learn to build data models that may be used to examine

complicated data interactions and support business choices by
diving into the field of data modeling.

Understand data governance: Tableau is often used in large

organizations where data governance is a critical concern. Learn
how to implement data governance policies and procedures to
ensure data accuracy and consistency.

Develop dashboard skills: Learn how to create interactive

dashboards that provide meaningful insights and allow users to
interact with data.

Integrate Tableau with other tools: Tableau can be integrated with

other tools such as R and Python to enhance data analysis
capabilities. Learn how to integrate these tools with Tableau.
Explore cloud-based Tableau: The cloud-based version of
Tableau, Tableau Online, allows for easy sharing and
collaboration on visualizations. Learn how to use this version of
Tableau to enhance collaboration within your organization.

Stay current with updates: Tableau is constantly evolving, with

new features and updates being released regularly. Stay up to
date with the latest updates and features to ensure you are using
Tableau to its fullest potential.

By following this roadmap, you can become a Tableau expert in

the IT sector and use this powerful tool to drive data analysis and
decision-making within your organization.

DATA ANYLYSIS AND INTERPRETATION:

DESCRIPTIVE:
The most basic sort of analytics and the base upon which the others are
constructed. It enables you to quickly summarize what occurred or is happening by drawing
trends from the raw data.

What happened is answered by descriptive analytics.

Consider the situation where you are studying the statistics for your business and discover
that sales of one of your goods, a video game console, are increasing at a seasonal rate. Here,
descriptive analytics can inform you, "Sales of this video game console increase each year in
early December, early November, and October."

Charts, graphs, and maps may clearly and understandably display data patterns, as well as
dips and spikes, making data visualization a good choice for expressing descriptive analysis.

DIAGONISTI: explains the inevitable follow-up question, "Why did this happen?"

This sort of analysis goes a step further by comparing concurrent trends or

movements, finding correlations between variables, and, when possible, establishing causal
linkages.

Using the aforementioned example, you might look at the demographics of video game
console users and discover that they range in age from eight to 18 years old. The average age
of the patrons, however, is between 35 and 55. Data from customer surveys that have been
analyzed show that buying a video game console as a present for kids is one of the main
reasons people do so. The increase in sales throughout the fall and early winter may be
attributed to the gift-giving holidays.

PREDICTIVE:
This is employed to forecast upcoming patterns or events and provides a
solution to the inquiry, "What might occur in the future?"
You can accurately estimate what the future may hold for your firm by examining historical
data along with current industry trends.
For instance, knowing that, over the previous ten years, sales of video game consoles have
peaked in October, November, and the first few weeks of December each year gives you
enough information to forecast that the same trend will continue in 2016. This is a logical
prediction, supported by upward trends in the video game industry as a whole.
Making forecasts about the future might assist your company in developing plans based on
probable outcomes.
PRESCRIPTIVE:
Prescriptive analytics finally provides a response to the query, "What
should we do next?"

Prescriptive analytics recommends actionable takeaways after considering all potential

aspects in a circumstance. Making decisions based on data can be extremely helpful when
using this kind of analytics.

To complete the video game illustration: What should your team decide to do in light of the
anticipated seasonality trend brought on by the holiday gift-giving season? Perhaps you
decide to do an A/B test with two adverts, one geared toward customers and the other
towards the product's end-users (children). (their parents). The results of that experiment can
help determine how best to further capitalize on the seasonal rise and its purported cause. Or,
perhaps you decide to step up your marketing initiatives in September with messages
centered around the holidays to try to prolong the boost. Even while manual prescriptive
analysis is feasible and available, machine learning algorithms are frequently used to help
sort through massive amounts of data and suggest the best course of action. "If" and "else"
statements are used in algorithms as rules for parsing data. A recommendation is made by an
algorithm if a particular set of conditions is satisfied. Although there is much more to
machine-learning algorithms than just those words, they are a key part of algorithm training
along with mathematical equations.

ANALYSIS AND INTERPRETATION OF FINANCIAL REPORTS:

A FEW EXAMPLES OF HR ANALYTICS:

To get started with hr analytics you need to combine HR data from different
systems.say you want to measure the impact of employee engagement on financial
performance. To measure this relationship , you need to combine your annual engagement
survey with your performance data this way you can calculate the impact of engagement on
the financial performance of different stores and departments.
staff retention and turnover analysis: HR analytics can be used to examine staff retention and
turnover rates in the financial sector. HR professionals can take proactive measures to retain
top talent and lessen the financial effect of turnover by identifying important factors that
drive employee retention and forecasting employee turnover.
Analysis of hiring and talent acquisition: HR analytics can assist financial businesses in
streamlining their hiring and talent acquisition procedures. HR professionals may pinpoint
areas for improvement and put strategies in place to entice top talent by studying recruitment
metrics like time-to-hire, cost-per-hire, and candidate quality.
Analysis of performance management: In the financial industry, employee performance can
be monitored and analyzed using HR analytics. HR professionals may identify high-
performing employees, create focused training and development programs, and make
educated decisions regarding promotions and career growth by employing data-driven
insights.
Planning and maximizing the workforce: HR analytics may assist financial firms in planning
and maximizing the workforce in accordance with business requirements. Human resources
(HR) experts can create strategies to make sure the right people are in the right jobs at the
right time by examining workforce demographics, skills, and performance data.
Diversity, equity, and inclusion (DEI) analysis: HR analytics can help financial organizations
to track and improve DEI metrics, such as diversity and inclusion scores, pay equity, and
representation in leadership roles. By using data-driven insights, HR professionals can
identify areas for improvement and implement strategies to foster a more diverse and
inclusive workplace.
These are just a few examples of how HR analytics can be applied in the financial sector to
drive business outcomes and improve employee engagement and retention.

WHAT IS AN HR REPORT?

The summary of personnel data that is kept on a monthly or yearly basis is what an HR report
is. It aids the human resource managers in establishing or locating the pertinent connections
and patterns within this vast informational repository.
Keeping track of the workers becomes challenging in large, diversified enterprises. A human
resources report compiles all of the detailed information gathered from each employee's data.
It uses the routine data to transform it into insightful data.

Additionally, the study of the HR reports forms the basis for some of the key decisions made
regarding the hiring of applicants, job descriptions and specifications, promotions and
appraisals, future planning, etc.
The firms make use of standard human resource metrics to measure the many KPIs (Key
Performance Indicators) which facilitate the data representation and analysis.

The hiring cost, training cost, turnover rate, turnover cost, total employee effectiveness,
overtime hours, absenteeism rate, HR return on investment, and employee engagement are
some of the most consistent measures used for this purpose.

NEED OF HR REPORT:

TYPES OF HR REPORT:

There are many types of dashboards with numerous reports prepared under
human resource reporting. Let us discuss some of the prominent kinds of human
resource reports:
Employee Engagement: The HR department is in charge of assessing the level of employee
engagement, or how dedicated the employees are to their work and the company. Reports
from HR are also used to track this information.
Turnover Rate: In this case, the business monitors staff turnover. The amount of employees
leaving the company for any cause is referred to as turnover.
Efficiency of Training: It is important and expensive to provide employees with the
knowledge necessary for efficient performance. As a result, the HR reports assist in keeping
track of the costs associated with such programs as well as their efficacy.
New Hire: Through HR reports, it is possible to keep track of new hire information, such as
the date of hire, pay, position, etc.
Revenue: This sheet is used to calculate the company's revenue per employee. Although the
workers (i.e., the supporting staff) might not have a direct impact on the company's revenue,
they serve as a gauge of organizational competence.
Absence Rate: The number of people who fail to show up for work within a specific time
period indicates the organization's level of absenteeism. The HR manager can use it to
determine the causes of an employee's excessive absences, such as work discontent or
management problems.
Employee Performance: With the aid of employee performance KPIs, the contribution that
employees make to the success of the firm may be examined. It comprises the cost of staff
training, the absenteeism rate, the amount of overtime performed, and the total labor
effectiveness.
EFFECTIVE HR REPORT:

Making an accurate HR report is essential for streamlining and streamlining the

process of managing the organization's workforce.

A poor HR report could lead to the HR department being misled, which would be a mistake
for the entire company.

As a result, the HR manager should keep an eye out for any potential gaps in the HR reports'
reliability.

To achieve accuracy and reliability, technology and real-time data must be seamlessly
integrated.

Additionally, these reports need to be thoroughly examined or evaluated in order to draw

strong conclusions that will aid in the organization's regular and strategic decision-making.

HOW HR REPORTS USED IN IDENTIFYING EMPLOYEE ATTRITION:

n order to analyze and address employee turnover, HR reports can be quite
helpful. HR can find patterns and trends that can help them better understand why employees
are leaving the organization by evaluating data from exit interviews and employee turnover.
The development of strategies and projects to increase retention and decrease attrition can
then be done using the information provided.
The following are some of the crucial parameters that HR may monitor in connection to
employee attrition:

The turnover rate is the proportion of workers who quit their jobs within a predetermined
time frame. HR can determine when attrition is rising and handle it by monitoring this rate
over time.

Reasons for leaving: HR can learn more about reasons why employees are leaving the
organization through surveys and exit interviews. Using this data, HR can pinpoint areas
where the business has to make improvements in order to keep personnel.
Cost of attrition: HR can calculate the cost of employee turnover by considering factors such
as the cost of recruiting and training new employees, the loss of institutional knowledge, and
the impact on productivity. This information can be used to make the business case for
investing in retention initiatives.

Employee engagement: HR can track employee engagement levels through surveys and other
methods. Low engagement levels may be a warning sign of potential attrition, as disengaged
employees are more likely to leave the company.
HR may learn important insights into employee turnover and create practical plans for
enhancing retention by evaluating these and other data. These may involve activities like
enhancing employee engagement, enabling chances for professional growth, providing
appealing pay and benefit packages, and enhancing the entire employee experience.
LITERATURE REVIEW:

HUMANRESOURCE MANAGEMENT:

Human resource management (HRM) includes all management decisions and practices that
affect the employee of an organization (Bhatt and Reddy, 2011). There have been many
definitions of human resource management used by different scholars. Daud (2006) defined
HRM as a system, policy, and practices that can affect folks that work in an organization. In
addition, Shahnawaz and Juyal (2006) defined Human resources management (HRM) as all
decisions and practice that influence worker within organizations. De Cieri, et al. (2008, p.5)
explained HRM as “the policies, practices and systems that influence employees' behavior”.
While Hussain and Ahmad (2012) considered HRM to be a system that attempts to realize an
active balance between the personal interests of people and their economic added value.
Lastly, Burma (2014) viewed HRM is a strategic and clear approach for the organization’s
most valued assets behind on the employees. Human resources management is considered to
be the most important factor that helps the organization to achieve a competitive advantage
(Obeidat, et al., 2012, 2013, 2014; Masa'deh, et al., 2019).

This is due to the fact that managers in both public and private organizations consider human
resources to be the main source of sustaining competitive advantage; this is done by having
the “best of the best” human resource systems for recruiting, selecting, motivating, and
efficiently managing their people (Mesch, 2010). HRM practices are defined as
“organizational activities directed at managing the pool of human resources and ensuring that
the resources are employed towards the fulfillment of organizational goals” (Pankaj and
Saxena, 2012, p. 671). However, it must be taken into consideration that human resource
management practices are not fixed; they differ from one country to another (Ozutku and
Ozturkler, 2009; Tiwari and Saxena, 2012).

A significant body of research focuses on several specific human resource management

practices. Such practices include staffing, training and development, performance appraisal
compensation management, safety and health, industrial relations, and recruitment and
selection (Ferguson’s, 2006). Singh (2009) worked on the addition of a number of HRM
practices including planning, performance evaluation, career management, and rewards.
Karunesh and Pankaj (2009) examined the HRM practices implemented and identified some
other practices, such as employer-employee relations, recognition through rewards, culture
building, career development, and benefits. Furthermore, Pahuja and Chander (2012) added a
few other practices: inculcating the right skills, knowledge and attitude; having a congenial
work environment; and maintaining good employee relationships. In Hussain and Ahmad
(2012) work, others
HRM practices, namely staffing, training and development, performance appraisal
compensation management, safety and health, and industrial relations. In addition, Obeidat, et
al., (2014) included the practices of job design, and teamwork as important HRM practices.

Based on the comprehensive literature review, this study focuses on four HRM practices;
recruitment and selection, performance appraisals, training and development, and
compensation and reward. The rationale behind selecting the practices is that these practices
occur relatively frequently in HRM literature for manufacturing and service industries

RECRUITMENT AND SELECTION

It is generally agreed by most employers that their staff is the greatest asset for their
company, and thus the recruitment and selection processes are vital in ensuring that a new
employee can become efficient and produce desirable result in a short time. In other word, the
success of an organization depends on having the right number of staffs, with the right skills
and abilities (Mark, 2014).
Various authors who studied recruitment and selection have agreed that there is a distinct
different between the two, this point can be seen in both Taylor (2008) work and Rees and
French (2010) studied recruitment is the process whereby an organization collects
applications for a position and creates a pool of possibly fit workers, while selection includes
using techniques or different methods to evaluate the applicants and choose who is best fit to
the available position, and achieve management goals and legal requirements. Mondy and
Noe (2013) defined recruitment as the process of pool people on a timely basis, in sufficient
numbers and with suitable experiences, to apply for jobs with an organization. Selection
mentions to the process of choosing the individual, who is best suited for position and for the
organization. According to Khanna (2014, 148) recruitment is “a process of publicizing the
vacancies of any esteemed capacity in the most attractive and rightful manner with the sole
objective of attracting maximum pool of eligible candidates for the position”; while selection
is “a process of sorting the most relevant job applications of candidate selection or closure”.
Recruitment and selection are shown to be crucial processes for organizations (Anyim, 2012).
Human research leaders are successful in their work often know how to attract, select and
retain top talent efficiently, and they also hold key information, such as on incorrect numbers
and locations, at the right times (Longenecker and Fink, 2013). This process includes seeking
and selecting applicants whom the recruiter foresees can be a fit for the company and can
contribute the maximum performance to the organization. Both recruitment and selection are
fundamental HRM activities; if managed well, these activities can have a significant impact
on organizational performance, which can lead to a more positive organizational image
(Pilbeam and Corbridge, 2006). By contrast, ineffective recruitment has a number of cost
effects for employers, such as; low morale which can affect employee performance, lost
business opportunities, as well as higher levels of labor turnover (CIPD, 2005), damage
production, and customer dissatisfaction.
Recruitment and selection process normally involve creating a job advertisement based on
the job analysis and the job description of a vacant position; afterwards, the position is,
advertised widely to attract a large number of applicants, and then the best candidate is
identified using validated tests and interviews (Adetunji, 2015). Sources of recruitment may
be categorized into two sections - internal and external (Aswathappa, 2008). The internal
sources of recruitment comprise present employees and employee referrals; external sources
of recruitment are professional associations, newspaper advertisements, unsolicited
applicants, management consulting firms, and the internet (Absar, 2012). Some selection
processes may consist of testing procedures while others processes may emphasize interviews
and reference checks (Tabassum, 2011). Thus, the selection process differs from one
organization to other, but the processes are all generally similar, which consist of the
following: filling out application forms, initial tests, primary interviews, employment tests,
written examinations, comprehensive interviews, reference checks, and finally a job offer
(Absar, 2012).
PERFORMANCE APPRAISALS
Performance appraisals are a key factor in improving the quality of work input and
encouraging employees to be more engaged. Performance appraisals also introduce a
foundation for upgrades as well as the development of an organization and employee
succession plans (Shaout and Yousif, 2014). The aim of performance appraisal is to guide
and encourage the employees’ activities to be in line with the organization goals (Zhu, 2010).
Hence, performance appraisal is imperative to the strengthening bond between employee and
employer. In addition, it is one of the important issues for companies getting successful and
improving their performance (Burma, 2014). Also, it is for documenting employees’
performance for legal reasons (Gordon, 2016).

Phin (2015) defined performance appraisal as a process of evaluating the performance of

employees in the workplace. It contains both quantitative and qualitative aspects of employee
job performance. It is a process to communicate to an employee and plan to develop for
improvement. In addition, performance appraisal is also viewed as the process that affect the
status of employee, such as, retention, termination, promotion, transfer, salary increase or
decrease, or admission into a training program (Neeraj,2014). According to Singh (2014),
performance appraisal is a systematic method for periodically evaluating job performance
based on the criteria pre-established and organizational goals.
As one of the core human resource practices, performance appraisals is usually managed
within an official setting in order to provide a basis for decisions that pertain to employees,
improve employees’ performance, and ultimately enhance the effectiveness of organizations
(Kalender and Vayvay, 2015). For example, through performance appraisal results,
organizations can determine the training needs of their employees by identifying the
weaknesses and strengths of each employee. By doing so, organizations can determine the
appropriate training programs that will help to deal with the weaknesses and to develop the
strengths, thereby improving the performance level of their employees (Abu-dhaim, 2011).
This point is also made by Wienclaw (2016), who
claim that performance appraisal is one of the key functions of an organization’s human
resources section. Organizations use the data collected in performance appraisal systems
mainly to establish standards and evaluation systems that can be used to form the basis of
assessing whether employees should be reward for good performance or reprimanded for
poor performance.

TRAINING AND DEVELOPMENT

Training and development are important in the world of business especially in the increasing
competition and challenges between the companies to survive and keep companies alive and
to achieve the competitive advantage and get the best results organization must providing
training and development programs that improve staff skills and also enhance their
performance (Chaudhary and Bhaskar, 2016). It is one of the important ways to facilitate
individual employees in learning new skills and knowledge with the goal to develop their
current skill set and knowledge (Joarder, et al., 2011). Jimenez and Valle (2013) confirmed in
their study that human are valuable assets of the Organization, thus, an organization needs to
invest in training and development to strengthen their capacities and abilities.

The practice of training and development is defined as the process of improving the skills and
develop the ability to accomplish tasks efficiently and effectively in organizations (Robert
and John, 2004). In addition, this practice is considered technical use to transfer knowledge,
skills and competencies to improve employee working in the current and future business
performance (Parce and Robinson, 2009). In addition, Adjirackor, et al., (2016) identified
training as a systematic approach that improves individual, team, and organizational
effectiveness. Similarly, Noe (2010, p.24) viewed training as “to a planned effort by a
company to facilitate employees’ learning of job-related competencies.
These competencies include knowledge, skills, or behaviors that are critical for successful
job performance”. This is supported by Marsíkova and Slaichova (2015) who claimed that
training and development is a set of tools and methods and content to create a purposeful
approach which is planned by the company's efforts to develop the competencies of their
employees. Training is considered to be the most important factor in the business sector due
to the fact that training provides numerous benefits. Training develops competencies such as
technical, human, conceptual and managerial for the furtherance of individual and
organization growth (Kulkarni, 2013).
It also increases the quality process of connection with managers and coworkers as well as
teamwork ability (Vute and Farcas, 2015). With regards to employees, training creates a great
job satisfaction and morale among employees and it increases salary, promotion and
incentives (Chaudhary and Bhaskar, 2016). Lastly, training also enhances company
productivity (Marsíkova and Slaichova, 2015). Employee development programs are
important for any organization if it wishes to remain solvent and competitive in the
marketplace and leads to motivation and loyalty within their organization (Marsíkova,
Slaichova, 2015). Employee development can increase organization performance (such as
effectiveness, profitability, sales) and employee and customer satisfaction, and it can improve
organizational reputation
LEADERSHIP
Leadership is an important factor in the system of TQM both during its implementation and
after the completion of the system in the process of continuous improvement (Sălăgean,
2014). According to Nwabueze (2011), leadership is described as being totally responsible
for the success of the implementation of the TQM programs.

Leadership is one of the basic and the most important requirements in every organization as it
creates the vision of the organization and ensures the actualization of the vision through
execution. Moreover, leadership develops a long-term vision for the organization and guides
the organization through the plan as it is motivated by ever changing customer wants (Ulle
and Kumar, 2014). In other words, leaders have a vision of what can be achieved, and then
they strive to deliver vision this to others while also ensuring that their strategies are
constantly in line with the realization of their vision. In addition, leaders are responsible for
motivating their entire organization, and they should have the ability to negotiate for
resources as well as other support in order to achieve their goals.

The topic of leadership has been examined extensively by various scholars, such as Sharma
and Jain (2013, p.310) who defined leadership as “a process by which a person influences
others to accomplish an objective and directs the organization in a way that makes it more
cohesive and coherent”.
Similarly, Northouse (2010) viewed leadership as a process by which a person influences
others to achieve common goal. Sălăgean (2014) also provided a definition for leadership, in
which he calls the most important resource that holds in the absence of which all other
resources, and it manages to cope with changes. Helmrich (2015) also described leaders as
people who know how to realize objectives and encourage people along the way.
 ROLE OF HUMAN RESOURCE ANALYTICS IN HUMAN RESOURCES

HR analytics plays a significant role in human resources. Using analytical

techniques HR functions can grow at a faster pace and can have
evidence-based decision making. HR analytics gathers, assess previous
information which provides organizations with positive and negative
trends. It evaluates the organizational performances against its
competitors easily.
HR analytics plays a major role in workforce planning, competitive
advantage, employee acquisition to employee retention, leveraging
data, developing insights and models for organization, helps in
performance management, data manipulation, selecting suitable
modelling techniques, and others. Some of the key roles of analytics in
Human Resources are discussed below:
 CONCLUSION

With the technological development and advancement in industries, business

has developed the use of HR analytics that improves organizational effectiveness. HR
analytics quantifies and provides data- driven decision making by using statistical
models and techniques. HR analytics handles all relevant data related to HR and
interpret better result. Through this paper, it is analyzed that implementation

and usage of HR analytics in business has been challenging as the HR professionals

may lack the required skills and knowledge of using the HR analytics tool or there may
be data quality or data governance issues. Due to such an issue's organization may not
get the support of top management. Despite such challenges, HR analytics has been
helping businesses in gaining competitive advantage, solving HR related problems,
improving organizational performance, and has improved HR function. Knowledge and
skill gap can be filled by learning and adopting certain knowledge and skills. Data can
be used and maintained ethically and legally if the organization follows relevant
policies and norms.

The study explains that HR analytics usage and implementation have both pros and
cons but if analyzed on a broader concept then opportunities of using HR analytics
diminishes the challenges and lead to tremendous growth of the organization. It is
analyzed that if an organization understands the right purpose of implementing HR
analytics than they can get a better return on investment and businesses will accept
and start involving HR analytics in HR departments.

Soon HR analytics usage will rise and help the organization in getting evidence-based
results and will transform the working of HR department from traditional to statistical
decision making. The right use of HR analytics at the right time and in the right
business can lead to tremendous growth of HR analytics in an organization providing
them to grow faster.

The IT industry is renowned for its vibrancy, hectic workplace, and competitive job
market. Employee attrition, which can have a substantial impact on a company's
bottom line and the industry as a whole, is the rate at which employees quit their
existing jobs within the IT sector. Companies may use strategies like competitive pay
and benefits, opportunities for training and career advancement, better work-life
balance, a positive workplace culture, and the development of strong manager-
employee relationships to address employee attrition in the IT industry. Companies
may improve employee retention and keep a talented and engaged team by
addressing these variables.By using tools like tableau and python and using large data
from companies it is easy to visualize the thing what is happening in sectors.
CHAPTER-6
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