What Types of Predictive Analytics are Being Used in Talent Management Organizations?

[Excerpt] Talent management organizations are increasingly deriving insights from data to make better decisions. Their use of data analytics is advancing from descriptive to predictive and prescriptive analytics. Descriptive analytics is the most basic form, providing the hindsight view of what happened and laying the foundation for turning data into information. More advanced uses are predictive (advanced forecasts and the ability to model future results) and prescriptive (“the top-tier of analytics that leverage machine learning techniques … to both interpret data and recommend actions”) analytics (1). Appendix A illustrates these differences. This report summarizes our most relevant findings about how both academic researchers and HR practitioners are successfully using data analytics to inform decision-making in workforce issues, with a focus on executive assessment and selection

Visual Integration of Data and Model Space in Ensemble Learning

Ensembles of classifier models typically deliver superior performance and can outperform single classifier models given a dataset and classification task at hand. However, the gain in performance comes together with the lack in comprehensibility, posing a challenge to understand how each model affects the classification outputs and where the errors come from. We propose a tight visual integration of the data and the model space for exploring and combining classifier models. We introduce a workflow that builds upon the visual integration and enables the effective exploration of classification outputs and models. We then present a use case in which we start with an ensemble automatically selected by a standard ensemble selection algorithm, and show how we can manipulate models and alternative combinations.Comment: 8 pages, 7 picture