© 2020 IJRAR March 2020, Volume 7, Issue 1
org (E-ISSN 2348-1269, P- ISSN 2349-5138)
People Leaving the Job – An Approach for Prediction
Using Machine Learning
Ishaan Ballal1, Shlok Kavathekar2, Shubham Janwe3, Pratik Shete4, Prof. Nivedita Bhirud5
1234(Students, Computer Engineering Department, Vishwakarma Institute of Information Technology, Pune)
5(Professor, Computer Engineering Department, Vishwakarma Institute of Information Technology, Pune)
Abstract: Organizations face huge costs resulting from (HRIS) of a global retailer is used to compare XGBoost against six
employee turnover. It may incur a high cost such as training
expenses and the time it takes from when an employee starts to
when they become a productive member. When a productive
employee quits the organization lost new product ideas, great
project management, or customer relationships.
So there is a need for the system that understands the key
variables that influence the employee attrition rate using data
mining.
This paper discusses different approaches used by the
researchers for the prediction of employee attrition rate in
addition to an abstract view of the system that we are going to
implement for Employee Attrition Rate Prediction using data
mining.
Keywords—Data Mining, Employee Attrition Rate Prediction,
Identifying Reason, Employee Turnover.
I. INTRODUCTION
Information technology (IT) industry in India has been facing a
universal issue of high attrition in the past few years in HR
Analytics [1][6], resulting in monetary and knowledge-based loses
to the companies. HR Analytics is the need of the company so that
they can spend the money on the right employees rather than
spending on the wrong ones. With the help of HR Analytics, HR
Managers can take numerous decisions on investment in
employees to get excellent outcomes that benefit the stakeholders
and customers. Human Resource departments of the organizations
can predict the employee attrition [1][3][4] and the reason for an
employee leaving an organization
Many factors lead to dissatisfaction in an employee, like long
working hours, peer pressure, job location, job role, traveling time,
office space, amenities in the office, perks, and many more reasons
could be a factor for employee attrition.
Every year a lot of companies hire several employees. The
companies invest time and money in training those employees, not
just this but there are training programs within the companies for
their existing employees as well. These programs aim to increase
the effectiveness of their employees.
Sometimes the employee may not have any problem in the
company but others may offer a better profile with a better pay
package. So, the employee may be willing to leave. So the HR
department needs to understand the employee satisfaction level [6].
II. LITERATURE SURVEY
Rohit Punnoose et al.[2] explore the application of Extreme
Gradient Boosting (XGBoost) [3][5] technique which is more
robust for prediction of Employee turnover [2][8] because of its
regularization formulation. The data from HR Information Systems
IJRAR2001987 International Journal of Research and Analytical Reviews (IJRAR) www.ijrar.org
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historically used supervised classifiers and demonstrate its
significantly higher accuracy for predicting employee turnover.
Jeel Sukhadiya et al.[3] presented a detailed comparison and
analysis of different methodologies used for forecasting employee
attrition rates. The methods such as Random Forest, Support
Vector Machines (SVM), Gradient Boosted Classifier and Logistic
Regression is used for predicting and classifying the attrition is a
fictional dataset created by IBM data scientists.
S. Saranya and J. Sharmila Dev [4] predict the reason for employee
attrition using three techniques like tree Learning Algorithm,
Naïve’s Bayes Algorithm, and Logistic Algorithm.
Yue Zhao et al.[5] demonstrated and assessed Supervised machine
learning methods for the prediction of employee turnover within an
organization. The experiments are performed on simulated human
resources datasets using a decision tree method; a random forest
method; a gradient boosting trees method; an extreme gradient
boosting method; a logistic regression method; support vector
machines; neural networks; linear discriminant analysis; a Naïve
Bayes method; and a K-nearest neighbour method.
Dilip Singh Sisodia et al.[6] build a model that will predict
employee churn rate based on the HR analytics dataset obtained
from the Kaggle website. The author generated a heat map to show
the relation between attributes, and the correlation matrix. In the
experimental part, the histogram is generated, which shows the
contrast between left employees vs. salary, department, satisfaction
level, etc. For prediction purposes, five different machine learning
algorithms such as linear support vector machine, C 5.0 Decision
Tree classifier, Random Forest, k-nearest neighbor, and Naïve
Bayes classifier are used. This paper proposes the reasons which
optimize employee attrition in any organization.
Heng Zhang et al.[7] adopt the supervised learning technique for
employee turnover prediction. The approach from [8] helps human
resource personnel to understand psychological climate and
supports decisions in resolving employment turnover by selecting
desirable applicants who have a high probability of staying longer
in an organization. Using the 12 dimensions of retention applied in
generating association rules and naive Bayes classifiers, the
researchers develop a custom application that can support the
organization's decision in relation to the hiring process.
Amir Mohammad Esmaieeli Sikaroudi, et al, [9] implemented
knowledge discovery steps on real data of a manufacturing plant.
They chew over many characteristics of employees such as age,
technical skills, and work experience. They used to find out the
importance of data features is measured by the Pearson Chi-Square
test.
John M. Kirimi and Christopher Moturi et al, [10] proposed
infrastructure for employee performance forecasting that enables
the human resource professionals to refocus on human capability
criteria and thereby enhance the performance appraisal process of
its human capital.
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© 2020 IJRAR March 2020, Volume 7, Issue 1
Ancheta et al.[12] make use of rule-based classification Data
Mining technique to extract knowledge significant for predicting
training needs of newly-hired faculty members in order to devise
the necessary development programs. They used the Cross-
Industry Standard Process for Data Mining (CRISP-DM) is
discovering significant models needed for predictive analysis and
demonstrated the required professional training to prepare faculty
members to perform their tasks effectively
www.ijrar.org (E-ISSN 2348-1269, P- ISSN 2349-5138)
between the hyperplane and the support vectors is as large as
possible to reduce the error in classification. Support Vector
Machine.
III. PROPOSED SYSTEM
We are developing a system that helps to predict employee
attrition rate and understand the key variables that influence the
employee attrition rate using data mining.

A. Data mining Technique Used for Prediction

of Employee Rate

a. Naïve Bayes Algorithm [4][5][6][8]

Naïve’s Bayes is a probability-based classification theorem which

is based on the Bayes Theorem. It can be used to predict the
outcome of an occurring event with independent conditions. Naïve
Bayes is an eager classifier and fast executing algorithm used for
real-time predictions and also has a higher success rate compared
to other algorithms.

b. Tree Learning Algorithm [4][5]

The decision tree [6] is a conventional algorithm used for

performing classifications based on the decisions made in one
stage. This provides a tree-structured representation of the decision
sets. This classification based on the decision tree let us predict the
qualitative response without creating the dummy variables also the
class proportion among the training region which falls into a
particular region can be predicted using this algorithm.
c. Logistic Regression [4]
Figure 1: System Architecture
Here we are using random forest algorithm to build a prediction
model for identifying the various reason for employee turnover.
The data mining algorithm is performing well in predicting the
employees; those are likely to quit the respective organization
based on their working details and environments.

This is a regression analysis that is used to set a statistical process
for estimating the relationship between the dependent variable and
one or more independent variables. We can analyze how the
dependent variable is affected when one of the independent
variables is changed and by fixing the other independent variables.
This technique is used to predict the qualitative response.
d. Extreme Gradient Boosting (XGB)[3][5]
Extreme Gradient Boosting is a tree-based method that was
introduced in 2014 by Chen. It is also commonly referred to as
XGBoost. It is a scalable and accurate implementation of gradient
boosted trees, explicitly designed for optimizing the computational
speed and model performance. Compared to gradient boosting,
XGBoost utilizes a regularization term to reduce the overfitting
effect, yielding a better prediction and much faster computational
run times.
IV. CONCLUSION
The growth level, as well as market perception, mainly depends on
the strength of the employees. Now a day due to increased
population and people with high capacity makes great success for
any firm. But the prime issues which are normally addressed in any
organization are only the attrition.
This paper finds a different data mining algorithm used for
performing well in predicting the employees, those are likely to
quit the respective organization. The paper contains the survey of
various classification algorithms like logistic regression, LDA,
SVM, KNN, Random Forests to predict the probability of attrition
of any new employee.

e. Random Forest [6]

Random Forest, it is one of the ensemble learning technique which

consists of several decision trees rather than a single decision tree
for classification. While classifying all the trees in the random
forest gives a class to an unknown example and the class having
maximum votes will be assigned to the unknown example.

f. Support Vector Machine [3][5]

A Support Vector Machine is a kind of classification technique,

where the data points are separated by a line in case of linear SVM,
and a hyperplane in case of non-linear SVM. The separation is
chosen in such a way that; the two sides of the hyperplane
categorize the data set into two classes. When an unknown data
comes it predicts which side/class it belongs to. The margin
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© 2020 IJRAR March 2020, Volume 7, Issue 1 www.ijrar.org (E-ISSN 2348-1269, P- ISSN 2349-5138)
REFERENCES

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