- Book Chapter
18
- 10.5772/14007
Data Mining Classification Techniques for Human Talent Forecasting
- Jan 21, 2011
- Hamidah Jantan + 2 more +2
In knowledge management process, data mining technique can be used to extract and discover the valuable and meaningful knowledge from a large amount of data. Nowadays, data mining has given a great deal of concern and attention in the information industry and in society as a whole. This technique is an approach that is currently receiving great attention in data analysis and it has been recognized as a newly emerging analysis tool (Osei-Bryson, 2010; Park, 2001; Sinha, 2008; Tso & Yau, 2007; Wan, 2009; Zanakis, 2005; Zhuang et al., 2009). Additionally, among the major tasks in data mining are classification and prediction; concept description; rule association; cluster analysis; outlier analysis; trend and evaluation analysis; statistical analysis and others. Classification and prediction tasks are among the popular tasks in data mining; and widely used in many areas especially for trend analysis and future planning. In fact, classification technique is supervised learning, which is the class level or prediction target is already known. As a result, the classification model which is represented through rules structures will be constructed in the classification process. In this case, the constructed model will be representing the precious knowledge and it can be used for future planning. There are many areas which adapted this approach to solve their problems such as in finance, medical, marketing, stock, telecommunication, manufacturing, health care, customer relationship and etc. However, the data mining application has not attracted much attention from people in Human Resource (HR) field (Chien & Chen, 2008; Ranjan, 2008). Besides that, in our previous study, most of the prediction applications are used to predict stock, demand, rate, risk, event and others; but there are quite limited studies on human prediction. In addition prediction applications are mainly developed in business and industrious fields; and quite restricted studies involved human talent in an organization (Jantan et al., 2009). HR data can provide a rich resource for knowledge discovery and for decision support system development. Recently, an organization has to struggle effectively in term of cost, quality, service or innovation. All these depend on having enough right people with the right skills, employed
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