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Abstract
In a competitive arena, the advantage is taken by the
first-mover – and for an environment where Seth
and Sisodia’s The Rule-Of-Three predominates,
it is not just the first mover, but the fast -mover
who has it all.
Every organisation, no matter how stable its quality
and people processes, are bound to fall prey to the
silent warfare of the fast-movers – which I would
prefer to call Corporate SitzKrieg and Hertzberg’s
“Satisfiers” are today’s HR nightmare
– because nothing seems to work! Thus today, HR
as a strategic partner in any organisation has lots
to do in terms of metrics, HR analytics, prediction
of trends and quantifying Human Capital measures. Since
attrition is one of the main problems for any organisation
struggling to retain its expertise and knowledge base,
an analytical approach to the same would also help in
prediction and necessary remedies.
This paper aims to draw on the recent HR trend of referring
to the employee as an “internal customer”
and therefore assumes that manpower attrition is similar
to customer switching problems in case of products,
thus has used Markov Analysis as an Operations Research
technique to predict attrition, and therefore form a
basis for manpower planning.
This white paper is aimed at a greater scope of having
more thought provoking ideas in the HR Analytics arena
and within its limited scope here, suggests an OR model
as part of manpower inventory planning in general.
Author
Suvro Raychaudhuri
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