Predictive analysis of employees refers to a type of data analysis that is done based on assumptions and unknowns in order to make predictions about future events.
Imagine this: A manager approaches a team member and informs them that they have done a data analysis and that it has predicted that key resources similar to their profile will soon be restless and consider leaving the company. The company wants to make an offer based on data that shows how they retained people with similar profiles in the past. What is the expected reaction from the team member? Is he/she likely to accept the offer and marvel at the company’s HR analytics? Or would s/he explore the market to find his/her true market value? Predictive analytics can be used to create a custom employment value proposition that maximizes the mutual benefit of organizations and their talent. But at what cost and when is this analysis most effective?
This analysis has both a positive and a negative side. If they don’t want them to keep them, they can quietly give them the stimulus that would make them go elsewhere. This is not the same as constructive dismissal, which can lead to legal action. It should be done in a formal manner according to the company’s HR policies.
Tips for a successful predictive assessment
Predictive Analytics require accurate data to deliver adequate predictions.
True predictive analytics with humans requires explicit individual data collection – extensive spying.
Predictive analysis is based on a subset information – whatever was obtained during the’spying’ time at work.
Predictive analysis assumes that similar behavioural patterns from two individuals will result in identical future behaviour.
Do you think the Predictive Analy can distinguish between temporary behaviours caused by external events and a more permanent trend?
Predictive Analysis by Human Resource department with most employees has been a success. This would be extremely detrimental to those employees whose behavior does not conform to the statistical norms. These employees are most likely the most creative. This clearly indicates the need for automation of people decisions’.
Trusting and training others to manage your people is the best way to make objective decisions that are in your favor.
If a manager notices that a team member has increased his activity on LinkedIn such as endorsements, recommendations, and profile updates, can that be grounds for meeting one-on-one with the employee to determine if he is actively seeking a job? As you need to be certain before having a formal discussion, it is advisable to have an informal conversation. Some staff may be concerned about the use of their data for unsavory purposes, regardless of how transparent management is.