在人力资源分析中整合机器学习和可解释的人工智能来预测员工消耗
Maytha Al-Ali1, Majed Alwateer2, Shatha Abed Alsaedi2
1College of Business, Zayed University, Dubai, 19282, UAE.
Scientific reports
|February 12, 2026
概括
预测员工磨损对于员工留守至关重要. 本研究介绍了一种机器学习框架,使用SHAP (SHapley增量扩展) 来识别加班和工作满意度等关键驱动因素,从而实现主动的人才管理.
科学领域:
- 人力资源分析 人力资源分析
- 机器学习在商业中的应用
- 用于人才管理的预测建模
背景情况:
- 员工消耗显著影响组织的生产力,士气和财务健康.
- 有效的保留策略需要准确预测消耗和了解其根本原因.
- 当前的人力资源分析通常在预测准确性,可解释性和可概括性方面面临挑战.
研究的目的:
- 提出和评估一个全面的机器学习框架,用于预测员工的退缩和工作变更的可能性.
- 将先进的预测模型与可解释性工具集成为透明和公平的人力资源分析.
- 为积极的人才管理提供可操作的见解,并减轻员工流动.
主要方法:
- 使用了强大的预处理管道和最先进的机器学习模型,包括自适应增强 (AB) 和直方图梯度增强 (HGB).
- 采用SHAP (夏普利添加式解释) 进行全球和本地可解释性分析,以确定关键的消耗预测因素.
- 解决了诸如类不平衡,特征选择和模型可解释性等挑战.
主要成果:
- 在各种数据集中实现了近乎最佳的性能指标 (精度,回忆,F1分数,准确性).
- 通过SHAP可视化,确定了员工磨损的关键预测因素,包括超时,工作水平和工作满意度.
- 证明了框架的适应性,可扩展性和在人力资源分析中实时部署的潜力.
结论:
- 拟议的机器学习框架为减轻员工流动提供了切实可行的解决方案.
- 在人力资源分析中提高预测准确性和可解释性导致更有效的人才管理策略.
- 这项研究通过弥补预测和理解员工消耗的差距,保护人力资本投资的差距来推进人力资源分析.
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