Makine Öğrenimi Yöntemlerini İnsan Kaynakları Analitiği Çerçevesinde İşten Ayrılma Tahminleri için Kullanma

Year 2024, Volume: 7 Issue: 2, 145 - 158, 26.09.2024

Zeynep Taner , Ouranıa Areta Hızıroğlu , Kadir Hızıroğlu

https://doi.org/10.38016/jista.1440879

Abstract

Çalışan devir oranı, kuruluşlar için önemli bir zorluk oluşturmakta ve önemli maliyetlere ve aksaklıklara yol açmaktadır. Bu çalışma, insan kaynakları analitiği çerçevesinde makine öğrenimi tekniklerini etkin bir şekilde kullanarak çalışan devirini öngörmeyi amaçlamaktadır. Araştırma, altı yaygın olarak kullanılan modelin performansını değerlendirmekte ve karşılaştırmaktadır: Karar Ağaçları, Destek Vektör Makineleri, Lojistik Regresyon, Rastgele Orman, XGBoost ve Yapay Sinir Ağları. Bu modeller, IBM'den açık kaynaklı bir veri kümesi üzerinde R programlama dili kullanılarak uygulanmıştır. Çalışmanın metodlolojisi, veri ön işleme, eğitim, doğrulama ve test setlerine bölme, model eğitimi ve doğruluk, hassasiyet, özgünlük, hassasiyet, F1-skoru ve ROC-AUC gibi ölçümleri kullanarak performans değerlendirmeyi içermektedir Sonuçlar, Lojistik Regresyon modelinin diğer modellerden daha iyi bir performans sergilediğini, yüksek doğruluk ve iyi bir F1-skoru elde ettiğini göstermektedir. Çalışma kasapmında, çalışan devir oranını öngörmek ve yönetmek için insan kaynakları analitiği ve makine öğrenmesi tekniklerinin önemi vurgulanarak, sınıf dengesizliği gibi sınırlamaları ve daha güvenilir performans değerlendirmesi gereksinimine yönellik tartışmalara da yer vermektedir. Çalışmanın son kısmında, gelecek araştırma konuları çerçevesinde alternatif modellerin keşfedilmesi, özellik seçim teknikleri kullanılarak sonuçların değerlendirilmesi ve sınıf dengesizliğini gidermeye dönük hususlar ele alınmaktadır.

Keywords

İnsan kaynakları analitiği, Çalışan devir hızı tahmini, Makine öğrenimi modelleri.

Leveraging Machine Learning Methods for Predicting Employee Turnover Within the Framework of Human Resources Analytics

Abstract

Employee turnover is a critical challenge for organizations, leading to significant costs and disruptions. This study aims to leverage Machine Learning (ML) techniques within the framework of Human Resources Analytics (HRA) to predict employee turnover effectively. The research evaluates and compares the performance of six widely used models: Decision Trees, Support Vector Machines (SVM), Logistic Regression, Random Forest, XGBoost, and Artificial Neural Networks. These models were implemented using the R programming language on an open-source dataset from IBM. The methodology involved data preprocessing, splitting into training, validation and testing sets, model training, and performance evaluation using metrics such as accuracy, sensitivity, specificity, precision, F1-score, and ROC-AUC. The results indicate that the Logistic Regression model outperformed the other models, achieving high accuracy and a good F1-score. The study concludes by emphasizing the importance of HRA and ML techniques in predicting and managing employee turnover, while discussing limitations such as class imbalance and the need for more rigorous performance evaluation. Future research directions include exploring alternative models, feature selection techniques, and addressing class imbalance.

Keywords

Human Resources Analytics, Employee Turnover Prediction, Machine Learning Models

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