Our prior article on this venue began outlining the business value for solving “the other churn” – employee attrition. We introduced the “quantitative scissors” with a simple model of employee costs, benefit, and breakeven points. The goal was to create a robust mental model for the cost of employee attrition. In this entry, we will extend that model to tease out the factors that underlie attrition cost. With this work we hope to streamline the first step of CRISP-DM, “Business Understanding.” By understanding the underlying structure, analysts can systematically attack the problem rather than engage in an open-ended fishing expedition.
To view this content
OR subscribe for free
Already receive the Machine Learning Times emails?
Click here to complete this one-time subscription upgrade
The Machine Learning Times now requires legacy email subscribers to upgrade their subscription - one time only - in order to attain a password-protected login and gain complete access.