Ongevallengegevens importeren en samenvoegen

Dit is de laatste hoofdstukopdracht! Gefeliciteerd dat je zover bent gekomen. In dit scenario denkt een senior executive dat het aantal bedrijfsongevallen het afgelopen jaar is toegenomen op de productielocaties. Ze wil dat jij uitzoekt of dat klopt en, als dat zo is, onderzoekt wat die toename kan veroorzaken.

Begin met het importeren van de HR- en ongevallengegevenssets. Voeg ze daarna samen en voeg een variabele had_accident toe om het analyseren van ongevallenpercentages makkelijker te maken.

Deze oefening maakt deel uit van de cursus

HR-analytics: werknemersgegevens verkennen in R

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Importeer "hr_data_2.csv" en "accident_data.csv" met read_csv(). Ken ze respectievelijk toe aan hr_data en accident_data.
Gebruik left_join() om de ongevallengegevens aan de HR-gegevens toe te voegen. Join op zowel medewerkers-ID als jaar.
Gebruik na de join %>% en mutate() om had_accident toe te voegen, die 0 is wanneer accident_type NA is en anders 1.

Praktische interactieve oefening

Probeer deze oefening eens door deze voorbeeldcode in te vullen.

# Load the packages
library(readr)
library(dplyr)

# Import the data 
hr_data <- ___
accident_data <- ___

# Create hr_joined with left_join() and mutate()
hr_joined <- ___ %>% 
  mutate(___) 
  
hr_joined

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Deze oefening maakt deel uit van de cursus

HR-analytics: werknemersgegevens verkennen in R

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In this chapter, you will get an introduction to how data science is used in a human resources context. Then you will dive into a case study where you'll analyze and visualize recruiting data to determine which source of new candidates ultimately produces the best new hires. The dataset you'll use in this and the other chapters in this course is synthetic, to maintain the privacy of actual employees.

Exercise 1: Welcome to the course!Exercise 2: Applications of human resources (HR) analytics Exercise 3: Looking at the recruiting data Exercise 4: Recruiting and quality of hire Exercise 5: Identifying groups in data Exercise 6: Sales numbers by recruiting source Exercise 7: Attrition rates by recruiting source Exercise 8: Visualizing the recruiting data Exercise 9: Visualizing the sales performance differences Exercise 10: Visualizing the attrition differences Exercise 11: Drawing conclusions

Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. There is disagreement about the strength of the connection between employee engagement and business outcomes, but the idea is that employees that are more engaged will be more productive and stay with the organization longer. In this chapter, you'll look into potential reasons that one department's engagement scores are lower than the rest.

Exercise 1: Analyzing employee engagement Exercise 2: Importing the survey data Exercise 3: Which department has the lowest engagement?Exercise 4: Comparing other factors by department Exercise 5: Visualizing the engagement data Exercise 6: Visualizing several variables at once Exercise 7: Visualizing several variables at once with facets Exercise 8: Drawing conclusions from graphs Exercise 9: Is that difference meaningful?Exercise 10: Statistical significance - disengaged employees Exercise 11: Statistical significance - vacation days Exercise 12: Drawing conclusions from the tests

When employers make a new hire, they must determine what the new employee will be paid. If the employer is not careful, the new hires can come in with a higher salary than the employees that currently work at the same job, which can cause employee turnover and dissatisfaction. In this chapter, you will check whether new hires are really getting paid more than current employees, and how to double-check your initial observations.

Exercise 1: Paying new hires fairly Exercise 2: Importing the pay data Exercise 3: Is the difference significant?Exercise 4: Omitted variable bias Exercise 5: Omitted variable bias examples Exercise 6: What other differences exist?Exercise 7: What does the pay difference look like now?Exercise 8: Are hourly hires paid more?Exercise 9: Linear regression Exercise 10: New hire pay: a simple regression Exercise 11: New hire pay: accounting for job levels Exercise 12: Drawing conclusions from the tests

Performance management helps an organization keep track of which employees are providing extra value, or below-average value, and compensating them accordingly. Whether performance is a rating or the result of a questionnaire, whether employees are rated each year or more often than that, the process is somewhat subjective. An organization should check that ratings are being given with regard to performance, and not individual managers' preferences, or even biases (conscious or subconscious).

Exercise 1: Joining HR data Exercise 2: Importing the two datasets Exercise 3: Joining performance data Exercise 4: Performance ratings and fairness Exercise 5: Focus on high performers Exercise 6: Comparing distributions of high performers Exercise 7: Checking for omitted variable bias Exercise 8: Logistic regression Exercise 9: Linear and logistic regression Exercise 10: Performance ratings: a simple logistic regression Exercise 11: Performance ratings: accounting for job levels Exercise 12: Conclusions and recommendations

In many industries, workplace safety is a critical consideration. Maintaining a safe workplace provides employees with confidence and reduces costs for workers' compensation and legal liabilities. In this chapter, you'll look for explanations for an increase in workplace accidents.

Exercise 1: Veiligheid van werknemers Exercise 2: Ongevallengegevens importeren en samenvoegen

Huidige oefening

Exercise 3: Waar is het ongevalspercentage het hoogst?Exercise 4: Waar nam het ongevalspercentage het meest toe?Exercise 5: Focussen op de locatie van interesse Exercise 6: Focus op de locatie van het probleem Exercise 7: Meer data toevoegen Exercise 8: Controleren op weggelaten variabelen Exercise 9: Is die verandering beperkt tot de probleemlocatie?Exercise 10: De toename in ongevallen verklaren Exercise 11: Veranderingsoorzaken opsporen met regressie Exercise 12: Wat kun je concluderen?Exercise 13: Conclusie