Tag: predictive analytics

Predictive Data Analytics

A Practical Guide to Predictive Big Data Analytics

Predictive big data analytics are making waves worldwide and with good reason. They are fast becoming growth engines for companies across sectors, particularly for their penchant to drive better decision-making. At the same time, implementing predictive analytics is becoming more of a competitive advantage for industries and businesses these days. Hence, there’s no denying their importance. However, as with all good things, there are several intricate layers of complexities surrounding all the hype around them. It is no different in the case of predictive analytics. Here’s demystifying the concept or tool, whichever way you perceive it. Diving Into Predictive Analytics When we talk of predictive big data analytics, it should be understood that big data and predictive analytics should first be understood separately and in context before interrelating them. Big data indicates the massive volumes of complex information/data gathered by businesses. Predictive analytics leverages big data for generating valuable insights and discovering relevant patterns for forecasting future trajectories or events. Big data thus encompasses not only this voluminous data but also the techniques for gathering, processing, and storing the same. Predictive big data analytics is thus a set of operations and models which make use of data mining and machine learning among other technologies for forecasting or predicting future events/trends. How It Actually Works Predictive analytics revolves around predictive modeling and this, in turn, covers two kinds of machine learning algorithms. These are supervised and unsupervised. The former help in predicting any targeted outcomes and are primarily used for predictive analytics operations. Coming to supervised machine learning algorithms, there are two kinds that you should know more about. Classification models help in forecasting whether the observations can come under any specific class, segment, or category. To cite an instance, it may help identify a customer as one likely to stay with the company or whether a customer will churn. Some classification models/techniques include logistic regression and decision trees. Regression models are those which help predict any value. For example, the click-through rate of an online advertisement can be predicted in this manner. Some models/techniques include polynomial regression and linear regression. Returning to unsupervised machine learning algorithms, they do not forecast, but only identify data patterns which can be leveraged for grouping/labeling similar data points together. One of the popularly used algorithms is known as k-means clustering and this helps group customers into segments or other similar data points into such clusters. Predictive analytics may also use other data mining or statistical models for the identification and forecasting of future trends and outcomes. Why Prescriptive Analytics Is Different You should not confuse predictive big data analytics with prescriptive analytics. The latter actually develops upon the results enabled by predictive models in an earlier stage. Predictive analytics informs why any event is taking place and what may take place later, prescriptive analytics is about the experimentation and optimization of models already in place. It will answer questions regarding the outcome or event of something actually happening and enable companies to move ahead with best possible scenarios. How Predictive Analytics Is Used Here are only a few instances that are worth citing: Core Aspects of Predictive Analytics These are the ways in which predictive big data analytics offers greater value to almost every industry or company out there today. Who wouldn’t want the power to understand where things are going and what shape they can take in the future. In fact, preventive action and risk management can also be improved considerably for companies in most sectors by leveraging predictive analytics. However, it should also be stated here that investing in the right talent to manage these processes and setting up the right big data infrastructure are also pre-requisites for the successful deployment of the above-mentioned models. FAQs Is predictive big data just a fad, or does it have real-world applications? Predictive big data is not a fad anymore. It has several real-world applications, helping organizations with various functions from identifying consumer fraud to managing inventory, and also understanding consumer preferences and behavioral patterns. Can predictive analytics be used for real-time decision-making? Predictive analytics can be used for real-time decision making by companies. This can be done through the application of predictive models to real-time data feeds. However, it requires suitable infrastructure, expertise, and analysis models. What is predictive big data analytics, and how does it differ from traditional analytics? Predictive big data analytics revolves around leveraging big data to generate insights that businesses can use to improve decision-making, enhance productivity, and cut losses. It is different from traditional analytics since the former uses structured information in smaller and more manageable amounts, while big data indicates unstructured and vast information. What industries can benefit most from predictive big data analytics? Predictive big data analytics can benefit several industries immensely, including manufacturing and production, banking and financial services including insurance, retail, healthcare, and more. Where is predictive big data analytics headed? Predictive big data analytics has firmly stamped itself as the future source of insights and real-time decision-making for businesses. Based on a study by Allied Market Research, the global market for predictive analytics is expected to reach a whopping US$35.45 billion by the year 2027, posting a CAGR (compound annual growth rate) of 21.9%. Demand will rise for more informed and data-based decision-making instead of intuition.

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Predictive Analytics And Employee Retention: A Winning Combination

High employee retention figures are naturally end-objectives for people-centric businesses. Contemporary organisations prioritize employee retention and the reasons are not far behind.  Imagine a scenario where there is a high employee turnover ratio. There is not only a constant state of flux, but a financial impact too.  Hiring and training costs go up exponentially for new resources, productivity suffers and with major positions remaining vacant for longer durations, it becomes excessively strenuous for the existing workforce. It is not that companies do not make efforts to address the problem. Many of them conduct internal surveys and feedback sessions. They also gather data and insights on welfare measures. Yet, reports that employee survey information may not always be an accurate indicator of the ground reality.  A Harvard Business Review survey even reports that 58% of employees will trust strangers more than their superiors at work.  Also, many entities fail to understand the reasons behind high employee turnover. 89% of organisations (as per the OfficeVibe.com report) feel that this happens due to the desire of employees to earn more. Yet, the same study shows how just 12% leave jobs due to lower salaries. What is the core problem? Rising employee turnover and for reasons more than financial. What can be a probable solution? Integrating technological solutions that are intelligent and nip the issue in the bud. Predicting turnover is the best way to enable preventive measures. How Predictive Analytics Can Help Bad decisions result from inaccurate or wrong data. Companies may enhance retention measures through depending on analytics that bypasses human feelings. How is this possible? Instead of asking employees about their happiness quotient, companies should account for key variables which determine the same. For predicting turnover, look for values consistently applicable throughout the organisation. They include the following: Promotions Rewards & Benefits Former Reviews & Appraisals Historical Pay Figures Usage of Sick Leave This data is already present with the company. You can also calculate variables like estimated time to commute to work, etc (from address information in the payroll system). Once data is available, you can get it analyzed thereafter. You will then find out the core reasons contributing more towards employee turnover. Tapping Existing Data And Other Moves Companies already have a lot of data as mentioned. Employee surveys should be carefully analyzed. The data should be accurate and more on the factual side. Relying on facts is better than emotions.  Predictive analytics may be further optimized through integrating a data-based managerial outlook. Managers can optimally respond on the basis of data and variables which influence predictive analytics. Companies should create personalized analytics-driven strategies and blueprints for every division. Managers should be skilled in data interpretation and learn to respond accordingly. Whenever you can predict employee turnover, you can enhance your capabilities in tackling the issue. You may be successful in reducing the turnover figures through emphasizing on the specific employee types who are more likely to put in their papers. What Companies Can Also Do Your company can also go for a strategy revamp in order to fix these issues. Mainstream policy changes and relaxations may help enhance the chances of more employees staying on at the organisation.  It will help reduce the costs of turnover accordingly. Employees may not always leave jobs for getting higher salaries elsewhere.  Hence, turnover ratios can be lowered without paying higher salaries in most cases. Data and predictive analytics can thus help the company save more money on training, hiring and payroll costs. Survey results can only add to predictive analytics without being the core strategy. Companies may also look to enhance their overall working environments, cultures and productivity levels. Many a time, companies feel that higher salaries are equivalent to employee wellbeing.  Yet, in such scenarios, they may skip other variables including work-life balance, work-from-home policies, lack of leave options, etc.  This may lead to the same culture at work, leading to employees quitting in spite of earning handsomely.  Integrating predictive analytics into organisational frameworks helps in reducing sudden reactions and decisions, scaling up the chances of successful employee retention across levels.  Hence, if you are looking to positively transform employee retention figures, predictive analytics is the way forward. About the author: Dipak Singh is a thought leader and data cruncher, currently, he is working as Lead Data Scientist at INT. To know more do checkout his LinkedIn profile here.

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