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
ACADEMIC TALENT MODEL BASED ON HUMANRESOURCE DATA MART
, Zulaiha Ali Othman
*Faculty of Information Science and Technology, Universiti Kebangsaan Malaysia (UKM), Malaysia
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. 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. 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.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. Talent management can be defined as a systematicand dynamic process to identify, develop and retaintalent. Talent management processes are dependent onhow the organization practices.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. The technology used like decision supportsystems , data mining[9, 10]and another
method. 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.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