People analytics to predict employee burnouts

By: Contributor(s): Material type: Computer fileComputer filePublication details: Ahmedabad Indian Institute of Management 2023Description: 37 p. includes referencesSubject(s): DDC classification:
  • SP2023/3775 SP003775
Summary: Employee burnout has become an increasingly pressing concern in today's fast-paced and demanding work environments. It is a critical issue affecting the well-being and productivity of individuals and organizations alike. Burnout can lead to decreased job satisfaction, increased absenteeism, and higher turnover rates. Organizations are turning to data-driven approaches to gain deeper insights into the factors contributing to burnout and address the issue before it escalates proactively. People analytics, also known as HR analytics or workforce analytics, involves using data analysis and technology to understand, improve, and optimize various aspects of the workforce within an organization. It leverages data from HR systems, employee surveys, and other sources to provide insights into workforce trends, employee performance, and overall organizational effectiveness. Critical aspects of people analytics are: a) Talent Acquisition: Analyzing data to enhance the recruitment and hiring process, identifying successful hiring strategies, and predicting candidate success. b) Employee Engagement: Measuring and understanding employee engagement to improve workplace satisfaction, productivity, and retention. c) Performance Management: Using data to evaluate and enhance employee performance, identify top performers, and address performance issues. d) Retention: Analyzing factors contributing to employee turnover and implementing strategies to improve retention. e) Learning and Development: Assessing the effectiveness of training programs, identifying skill gaps, and personalizing employee learning opportunities. f) Workforce Planning: Using data to forecast workforce needs, aligning staffing levels with business goals, and planning for future talent requirements. g) Diversity and Inclusion: Analyzing diversity metrics to promote a more inclusive workplace and ensure fair employment practices. h) Health and Wellbeing: Monitoring employee wellbeing, identifying factors that impact health and productivity, and implementing initiatives to support employee wellness.
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Student Project Vikram Sarabhai Library Reference Students Project SP2023/3775 (Browse shelf(Opens below)) e-Book - Digital Access SP003775

Submitted to Prof. Aditya Christopher Moses

Submitted by: Rakesh Nair, Ravinder Singh

Employee burnout has become an increasingly pressing concern in today's fast-paced and demanding work environments. It is a critical issue affecting the well-being and productivity of individuals and organizations alike. Burnout can lead to decreased job satisfaction, increased absenteeism, and higher turnover rates. Organizations are turning to data-driven approaches to gain deeper insights into the factors contributing to burnout and address the issue before it escalates proactively. People analytics, also known as HR analytics or workforce analytics, involves using data analysis and technology to understand, improve, and optimize various aspects of the workforce within an organization. It leverages data from HR systems, employee surveys, and other sources to provide insights into workforce trends, employee performance, and overall organizational effectiveness. Critical aspects of people analytics are: a) Talent Acquisition: Analyzing data to enhance the recruitment and hiring process, identifying successful hiring strategies, and predicting candidate success. b) Employee Engagement: Measuring and understanding employee engagement to improve workplace satisfaction, productivity, and retention. c) Performance Management: Using data to evaluate and enhance employee performance, identify top performers, and address performance issues. d) Retention: Analyzing factors contributing to employee turnover and implementing strategies to improve retention. e) Learning and Development: Assessing the effectiveness of training programs, identifying skill gaps, and personalizing employee learning opportunities. f) Workforce Planning: Using data to forecast workforce needs, aligning staffing levels with business goals, and planning for future talent requirements. g) Diversity and Inclusion: Analyzing diversity metrics to promote a more inclusive workplace and ensure fair employment practices. h) Health and Wellbeing: Monitoring employee wellbeing, identifying factors that impact health and productivity, and implementing initiatives to support employee wellness.

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