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This project uses synthetic HR data to predict employee attrition through data analysis and machine learning. It explores factors influencing employee turnover and helps HR departments make data-driven retention strategies.

The IBM HR Analytics Employee Attrition & Performance dataset from the Kaggle. I have first performed Exploratory Data Analysis on the data using various libraries like pandas,seaborn,matplotlib etc.. Then I have plotted used feature selection techniques like RFE to select the features. The data is then oversampled using the SMOTE technique in order to deal with the imbalanced classes. Also the data is then scaled for better performance. Lastly I have trained many ML models from the scikit-learn library for predictive modelling and compared the performance using Precision, Recall and other metrics.

Walkthrough the data science life cycle with different tools, techniques, and algorithms. Use AIF360, pandas, and Jupyter notebooks to build and deploy a model on Watson Machine Learning.

CSE343, Machine Learning Course Project, IIIT Delhi, Monsoon 2021

In this project, we enlisted the numerical and categorical attributes present in the publicly available dataset. Missing values were dropped to give better insights in data analysis. ANOVA and Chi-Square tests were carried out during statistical analysis. Machine Learning algo's were applied to understand, manage, and mitigate employee attrition.

Final Project of the MLOps Zoomcamp hosted by DataTalksClub.

employee_attrition

An explanation-first HR analytics system that reconstructs why employee exit becomes rational. Instead of predicting attrition, it generates human-readable exit narratives by decomposing pressure and retention forces, adding peer context and counterfactual interventions to reveal how stability erodes over time.

This project aims to provide insights into the factors influencing employee attrition and predict which employees are likely to leave the company.

Predicting employee attrition through machine learning models

This repository demonstrates how data science can help to identify the employee attrition which is part of Human Resource Management

Data-driven analysis of employee attrition using HR analytics techniques to support retention strategies and workforce planning.

A collection of SQL-based data analytics projects demonstrating techniques for data extraction, transformation, analysis, and visualization. These projects showcase practical SQL queries and insights across various domains, including sales, customer segmentation, and employee attrition analysis.

Using machine learning to predict employee turnover in Python

Using data from IBM Watson, descriptive and predictive analytics using Python and tableau

This project involves Employee Attrition Prediction using various data visualisation techniques & machine learning models. The repository consists of the .ipynb file and files used for deploying the ML model on 'Heroku' using the Flask framework.

Employee turnover (attrition) is a major cost to an organization, and predicting turnover is at the forefront of needs of Human Resources (HR) in many organizations. Until now the mainstream approach has been to use logistic regression or survival curves to model employee attrition. However, with advancements in machine learning (ML), we can now get both better predictive performance and better explanations of what critical features are linked to employee attrition. In this post, we’ll use two cutting edge techniques.

analysis of dataset

This project aims to provide insights into the factors influencing employee attrition and predict which employees are likely to leave the company.

This project basically involves Human Resource Analysis and Employee Attrition Prediction using various data visualisation techniques & machine learning models

The data is for company X which is trying to control attrition. Objective What type of employees are leaving? Predict/Determine which employees are prone to leave next.

Predictive Analytics For Employee Attrition

This project presents a comprehensive HR Analytics Dashboard built using Tableau. It visualizes key workforce metrics such as employee attrition, department-wise and education-wise trends, age distribution, gender-based attrition, and job satisfaction across various roles.

Predict employee attrition using a neural network in python/tensorflow

People analytics project in R that implements predictive modeling to identify employees most likely to leave a company. Discussion around implications for the sample firm and proposed interventions draw on best practices in organizational development.

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Business Problem IBM HR Analytics Employee Attrition & Performance. Predict attrition of your valuable employees. 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. In 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 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. Uncover the factors that lead to employee attrition and explore important questions such as ‘show me a breakdown of distance from home by job role and attrition’ or ‘compare average monthly income by education and attrition’. This is a fictional data set created by IBM data scientists. Education 1 'Below College' 2 'College' 3 'Bachelor' 4 'Master' 5 'Doctor' EnvironmentSatisfaction 1 'Low' 2 'Medium' 3 'High' 4 'Very High' JobInvolvement 1 'Low' 2 'Medium' 3 'High' 4 'Very High' JobSatisfaction 1 'Low' 2 'Medium' 3 'High' 4 'Very High' PerformanceRating 1 'Low' 2 'Good' 3 'Excellent' 4 'Outstanding' RelationshipSatisfaction 1 'Low' 2 'Medium' 3 'High' 4 'Very High' WorkLifeBalance 1 'Bad' 2 'Good' 3 'Better' 4 'Best' IBM HR Analytics Employee Attrition & Performance Predict attrition of your valuable employees IBM HR Analytics Employee Attrition & Performance IBM HR Analytics Employee Attrition & Performance