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HR
Analytics
Assignment 2

Aakriti Singh
From the training data provided, address queries 1, 2 and 3:
a) Due to which factor(s), the odds of joining the firm is highest? Address using
RCMDR.

Figure 1.1

As per figure 1.1 outputs of RCMDR we can observe that the factors that affect joining status
are as follows
 Age
  Employee Referral
 Job role in health care
 Notice period
 Notice period in days
 Percentage hike in CTC
 Relocation Allowance
 Work Experience
Age is a significant predictor of the Joining Status of candidates at p<0.001 (confidence level of
99.99%). For 1-unit increase in Age, the chances of candidates joining increases by .01 units.
Candidates who have been referred by employees is a significant predictor of the Joining Status of
candidates at p<0.001 (confidence level of 99.99%), such that if an employee has been referred by an
existing employee, the chances of candidates joining increases by .077 units.
Job Role (T. Healthcare) is a significant predictor of the Joining Status of candidates at p<0.001
(confidence level of 99.99%). For a new role in Healthcare, the chances of candidates joining increase
by 0.192 units.
Notice Period (Y/N) is a significant predictor of Joining Status of candidates at p<0.001 (confidence
level of 99.99%). If there is a notice period (1) then the chances of a candidate joining the firm
increases by 0.05 units.
Notice Period in days is a significant predictor of the Joining Status of candidates at p<0.001
(confidence level of 99.99%). When the Notice Period increases by 1 day, the chances of candidates
joining decreases by 0.0015 units.
Relocation Period (Y/N) is a significant predictor of Joining Status of candidates at p<0.001
(confidence level of 99.99%). If there is a Relocation Period (0) then the chances of a candidate
joining the firm increases by 0.22 units.
Work Experince of the candidate is a signifcant predictor of the Joining Status of candidates at
p<0.001 (confidence level of 99.99%). For every 1 unit increase in Work Experience Level, the
chances of candidates joining the firm decreases by 0.0128 units.

This output also displays a multiple R-squared coefficient of 73.24% and Adjusted R-
squared is 68.58% indicating that the model as a whole is fit as the diference between the two
is less than 3%. Also the p-value is less than 0.05 hence showing that these independent
varaibles have an impact on the Joining Status of candidates. With 1 unit increase in the
model, the propability of the candidate joining Alvin Technologies increases by 73.24 units.
 b) Conduct an ML model analysis using logistic regression to test the accuracy with
which the outcome (joined / not joined can be predicted). Interpret in terms of
precision, recall and ROC curve. You may use either RATTLE or ORANGE for your
analysis.
Using Orange, we tried to predict the probability of Most likely to join (1) and Least Likely
to join (0)

Figure 1.2
This is the map of Orange that we have used to track confusion matrix and ROC analysis
using logistic regression.

Figure 2.2
In the case of Alvin Technologies, The Precision = 0.680 shows that model is 68% accurate
in predicting cases of candidates/ applicants joining among all cases of candidates predicted
to be joining.
Recall (Sensitivity) = 0.712 highlights that the model is 71.2% accurate at predicting the
cases of candidates joining the company amongst the actual cases of candidates joining.
The model can accurately predict cases of candidates joining the organization soundly.
 Figure 2.2
Specificity = 441/(441+1696) = 20.63%
This shows that the model can better predict candidates joining the organisation than it can
predict candidates not joining the organisation as specificity is 20.63%
 Figure 2.3
The ROC analysis further shows that the model is better at predicting cases of 1’s compared
to cases of 0’s.
2. From the test data, address the following query:
Predict which candidates are most likely to join based on the ML model with more accuracy
as found in 1c) using a fresh data (test data) of recently interviewed candidates using
ORANGE.

Figure 3.1
The above figure shows the model predicting which candidates are least likely to join the
organisation bases the logistic regression input. These are the employee numbers which are
identified by the model as the candidates which are not motivated to join the organization.
These candidates are chosen as their value is closer to 0 than to 1 and thus, show a greater
indication of not joining the firm.
The rest of the candidates show high motivation to join the organization, as per the prediction
of the model.