HUMAN

HUMANRETENTION
RETENTION
USING
USINGDATA
DATASCIENCE
SCIENCE

Project by:
Sharayu Kavitkar
Rutuja Powar Under Guidance of :
Divyesh Patil Prof. M.N.Deore
 INTRODUCTION

We know that larger companies contain more than thousand employees

working for them, so taking care of the needs and satisfaction of each
employee is a challenging task to do, it results in valuable and talented
employees leave the company without giving the proper reason.
 LITERATURE SURVEY
Sr. No Author Title & Publication
1 Anil Kumar Dubey, Predict Employee
Ila Maheshwari, Ashutosh Retention Using Data
Mishra Science.[2018]
2 Bodjrenou Kossivi, Bomboma Study on Determining
Kalgora Factors of Employee
Retention.[2016]
Key findings/Gap
This report is to find out that which valuable
employee will leave the company and the
features which are affecting him/her to making
this decision like salary level, no. of hours
spending in a week, promotion, no. of work
accident etc.
This research closely looked at the following
broad factors: development opportunities,
compensation, work-life balance,
management/leadership, work environment,
social support, autonomy, training and
development.
 LITERATURE SURVEY
Sr. Author Title & Publication
No
3 Dr. A. Arun Kumar, A Study on Employee
Morthati Kishore Retention practices in
Pharmaceutical Companies
of Northen Telengana. .
[2014]
Key findings/Gap
The research of this paper is to know the
significant difference in the opinions among
employees working in pharma sector with regard to
employee retention practices on the basis of their
designation, qualification, nature of employment,
marital status and income.

4 Ravneeta Dhankhar , Study on Employee The purpose of this paper is to review the findings
Aarti Kurbetti, Dr. Mita Retention and Commitment. of research papers of various authors to derive the
Mehta [2014] factors that impact employee commitment and
retention in a work environment.
 PROBLEM STATEMENT

Employee churn is a major problem for many firms these days. Great talent is
scarce, hard to keep and in high demand. Given the well-known direct
relationship between happy employees and happy customers, it becomes of
utmost importance to understand the drivers of employee dissatisfaction.
 OBJECTIVES
Our Project Objectives are divided in 5 aspects:-
• First part contains the study of the factors influencing employee attrition.
• Second part has study on predictive model analysis along with model accuracy for predicting
the employee attrition.
• Third part has the study on qualities of the valuable employee.
• Fourth part has study on the Decision tree to be built for deciding on which employee is more
valuable (like high performance rating) to be Retained.
• Fifth part contains integration of all the Machine Learning Models and data source developed
the Machine Learning Application displaying the prediction results, model summary, valuable
employee and retention result table on dashboard along with graphs and plots.
 PROPOSED SYSTEM

Our project emphasizes on predicting retention of an employee within an

organization such that whether the employee will leave the company or
continue with it. It uses the data of previous employees who have worked for
the company and by finding a pattern it predicts the retention in the form of yes
or no.
USE CASE DIAGRAM
 USE CASE SCENARIO 1

The data is perfectly fed into the system and attrition is predicted with the
expected accuracy. The employees who are going to resign from the company
are then categorized into valuable and ordinary employees using decision tree.
The most effective retention factors for valuable employees are then displayed
on the dashboard.
 USE CASE SCENARIO 2

The data is perfectly fed into the system, but the attrition prediction does not
give the expected accuracy. User can manually perform the data analysis with
the help of user interactive data visualization tab provided in the application.
 USE CASE SCENARIO 3

Advancement in application to handle these exceptions can be made if the

application allows the user to customize the conditioning logic for choosing the
valuable employee and finding retention factors of the valuable employees.
 TECHNOLOGY

• The main idea of this project is to find out that which valuable employee will leave the
company and the features which are affecting him/her to making this decision like salary
level, no. of hours spending in a week, promotion, no. of work accident etc. The application
will be develop in python programming language and according to that prediction will be
made with the help of data science and machine learning model.
• It uses the data of previous employees which have worked for the company and by finding
pattern it predicts the retention in the form of yes or no. It uses various parameters of
employees such as salary, number of years spent in the company, promotions, number of
hours, work accident, financial background etc.
 ALGORITHM
• KNN ALGORITHM :
K-nearest neighbors (KNN) algorithm is a type of supervised ML algorithm which
can be used for both classification as well as regression predictive problems.
However, it is mainly used for classification predictive problems in industry.
• DECISION TREE :
A decision tree is a decision support tool that uses a tree-like model of decisions
and their possible consequences, including chance event outcomes, resource costs,
and utility. It is one way to display an algorithm that only contains conditional
control statements.
 CONCLUSION

• With the help of this project , An organization can choose it’s strategies to
keep great representatives and employees from leaving the organization.
• It is very efficient and easy to use as it only requires only previous analyzed
data as .csv record ,So this impediment can be expelled.
 REFERENCES

[1]. Piotr Płoński (MLJAR), “Human-first Machine Learning Platform,”

Human Resource Analytics Predict Employee Attrition.
[2]. Le Zhang and Graham Williams (Data Scientist, Microsoft), “Employee
Retention with R based Data Science Accelarator”.
[3]. Dr. Jonathan Erhardt, “Artificial Intelligence: Opportunities and Risks,”
Policy paper by the Effective Altruism Foundation.
THANK YOU