运用 HR 分析流程

HR 分析：用 R 探索员工数据

Ben Teusch

HR Analytics Consultant

将流程应用于招聘

聘用质量

什么样的入职更好？
- 留任：员工待多久
- 其经理对该聘用的满意度
- 工作绩效
- 达到完全胜任所需时间

names(recruitment)

"attrition"  "performance_rating" "sales_quota_pct"    
"recruiting_source"

计算离职率

$$\text{attrition rate} = \frac{\text{attrition}}{\text{headcount}}$$

若员工离职时令 $\text{attrition} = 1$，则可改写为：

$$\text{attrition rate} = mean(\text{attrition})$$

dplyr 工具回顾

library(dplyr)

recruitment %>%
  group_by(recruiting_source) %>% 
  summarize(highest_performance = max(performance_rating)) %>%
  arrange(highest_performance)

# A tibble: 4 x 2
  recruiting_source highest_performance
              <chr>               <dbl>
1       Search Firm                   3
2          Referral                   4
3    Applied Online                   5
4            Campus                   5

新工具

recruitment %>% 
  count(recruiting_source)

# A tibble: 4 x 2
  recruiting_source     n
              <chr> <int>
1    Applied Online   130
2            Campus    56
3          Referral    45
4       Search Firm    10

开始练习！

HR 分析：用 R 探索员工数据