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Vol2 Issue 05 05 Academic Talent Model Based on Human Resource Data Mart

Vol2 Issue 05 05 Academic Talent Model Based on Human Resource Data Mart

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Published by: White Globe Publications (IJORCS) on Sep 12, 2012
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International Journal of Research in Computer ScienceeISSN 2249-8265 Volume 2 Issue 5 (2012) pp. 29-35www.ijorcs.org, A Unit of White Globe Publicationsdoi: 10.7815/ijorcs.25.2012.045
Mahani Saron
, Zulaiha Ali Othman
*Faculty of Information Science and Technology, Universiti Kebangsaan Malaysia (UKM), Malaysia
 Email: anie1902@yahoo.com
 Email: zao@ukm.my
In higher education such as university,academic is becoming major asset. The performanceof academic has become a yardstick of university performance. Therefore it's important to know thetalent of academicians in their university, so that themanagement can plan for enhancing the academictalent using human resource data. Therefore, thisresearch aims to develop an academic talent modelusing data mining based on several related humanresource systems. In the case study, we used 7 humanresource systems in one of Government Universities in Malaysia. This study shows how automated humantalent data mart is developed to get the most important attributes of academic talent from 15 different tableslike demographic data, publications, supervision,conferences, research, and others. Apart from thetalent attribute collected, the forecasting talent academician model developed using the classificationtechnique involving 14 classification algorithm in theexperiment for example J48, Random Forest, BayesNet, Multilayer perceptron, JRip and others.Several experiments are conducted to get the highest accuracy by applying discretization process, dividingthe data set in the different interval year (1,2,3,4, nointerval) and also changing the number of classes from24 to 6 and 4. The best model is obtained 87.47%accuracy using data set interval 4 years and 4 classeswith J48 algorithm.
 Academician database, Classification, Data mart, Talent, Forecasting.
INTRODUCTIONDepartment of Human Resource Management(HRM) is working in employee-related activities in anorganization[1]. Human resources are limited to aparticular organization, it is important to be managedeffectively in helping the organization towardsexcellence. HRM is currently having to deal withmany challenges such as globalization, to increase theincome of the organization, technology changes,manage intellectual capital and a
to change[2]. The intellectual capital is one of the challengesfaced by the HRM. Finding, developing and retainingtalent is the main concern for human resourceexecutives as in the study released by Orc Worldwidebased in New York on issues with HRM[3].Found only 25 percent of managers in a systematictalent identification and most of the errors that occurwhen measuring talent is like measuring the wrongthings, focus on the whole but not in accordance withcertain talent matrix, the focus of analysis on summarydata when there is hidden information that is notknown and does not use data to make better decisions[4]. Talent management can be defined as a systematicand dynamic process to identify, develop and retaintalent. Talent management processes are dependent onhow the organization practices[5].Methods of forecasting talent for organizationemployees are diverse and mostly still managedinformally and through surveys of 250 respondentsfrom the executive officers who are directly involvedin the talent management of employees, the largestnumber of respondents using the involvement of seniorleaders in talent program and a lot of using the humanresource technology, the rest of them using the awardbased on performance, through surveys and training of personnel organization to identify and develop seniortalent[6]. The technology used like decision supportsystems[7] [8], data mining[9, 10]and another method[11]. Employee talent can be predicted withpast information available. The knowledge gained willfacilitate the management of HRM and choose workersaccording to performance standards to avoiding theinconsistency in decision-making appointments[12].This study gives an example technique on datapreparation
, exploration of 15 data sets of selected university human resource database. 14classification algorithms are involved in preparing theacademicians talent forecasting model. Thecomparison results of these 14 algorithms are shown asa side conclusion from the study.II.
PREDICT ACADEMIC TALENT USING DATAMININGTalent management in the academics is quitelacking as compared to other organization's talent[13-16]. Although there is increasing from year to year the
30 Mahani Saron, Zulaiha Ali Othman
number of studies in the field of HRM data miningapproach[17]. The studies on HRM domain from 1990to 2011, only seven of the 106 study was associatedwith the talent of employees[17]. However, from sevenstudies that employee talent is the result of four fromthe same author.Academic talent Malaysian public universities aremeasured in terms of professional qualifications,awards & recognition and administration &contribution to the university and identified thismeasure academic talent
a number of criteriain terms of employee talent Practices determination inareas such as Project Leader Assessment, Management& Professional, Academic Workers, other universities,how each of these Practices set out the criteriaaccording to the needs of talent their respective fields[12]. While the example of other studies, academictalent as measured from an educational background,professionalism, age, gender, occupation and level of the position[18].This study will explain in detail how the datapreparation process and the experiment carried outresulted in a prediction model of academic talentmanagement high precision after passing throughseveral stages of the experiment. This paper isorganized in five sections. The first part is theintroduction, followed by the second section predictacademic talent using data mining, developingacademic talent, experiment result and conclusion.III.
DEVELOPING ACADEMIC TALENTMethodology of data set preparation in this studycould be summarized as the figure 1. The datapreparation involves collecting 15 set raw data from 7different systems including personnel informationsystems, conference information systems, universityperformance system,
research system,publication system, awards system and studentinformation system. The next steps are understandingthe data, import and create data marts of selectedtalents attributes, pre-processing such as cleaning ,discretization and finally split the clean data set in thedifferent interval year and number of classes before theexperiment with classification algorithms.
 A. Data Preparation
The process starts with a collection of 15 sets of raw data from
human resource database of sevensystems in one selected university. The ER diagram of the 15 data sets is shown in the
 figure 2
below. TheDemography is the main data set which consists of alllecturer id’s and basic profile information. Each dataset is linked with the lecturer id’s.
Figure 1: Data set preparationFigure 2: ER Diagram Human Resource
 B. Data understanding
To select the meaningful attribute, need tounderstand the pattern of records first, for example toknow the distribution of received data. For
of the15 data sets are calculated on every unique record forreason finding the meaningful attributes. For examplein publication data sets, have 3 field like year of publishing, type of publications and id writers. To
 Academic Talent Model Based on Human Resource Data Mart 31
create an attribute publication by year, only the yearpublication has a record are selected as attribute andthe ways to calculate that record, using the SQL query.Here's an example query which is used to calculateeach attribute value of status field from demographydata set.
SELECT [Demography].[status],COUNT(NZ([Demography].[status])) AS counting FROM[Demographyi] GROUP BY [Demography].[status];
Analysis for data understanding, is about of 1140attributes have been identified for talent academicattribute.
C. Create Data Mart 
Data mart is a smaller scale of the data warehouse.15 sets of raw data are transferred to the database forthe purpose of creating a data mart to ease the searchand integration process. This study uses MicrosoftAccess as the database data mart. On every attributesvalue needs to identify, a query is made with relateddata set using join query, select query and others querymethods. Result from the query will be used back onprogramming to find and calculate automatically usingthat program. The figure 3 can illustrate this technique.The program can be categorized into two types,involving only search / update data and generate thevalues by conducting calculations. Table 1 shows thestore procedure name creating to generate the datamart by selecting the meaning full attributes from thetable shows in the ER diagram.
Figure 3: Attribute value update technique
Algorithms to update the attribute valueResultsfrom thequery

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