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The Quick and Easy Way to Analyze Numpy Arrays

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The quickest and easiest way to analyze NumPy arrays is by using the numpy.array() method. This method allows you to quickly and easily analyze the values contained in a numpy array. This method can also be used to find the sum, mean, standard deviation, max, min, and other useful analysis of the value contained within a numpy array. Sum You can find the sum of Numpy arrays using the np.sum() function.  For example:  import numpy as np  a = np.array([1,2,3,4,5])  b = np.array([6,7,8,9,10])  result = np.sum([a,b])  print(result)  # Output will be 55 Mean You can find the mean of a Numpy array using the np.mean() function. This function takes in an array as an argument and returns the mean of all the values in the array.  For example, the mean of a Numpy array of [1,2,3,4,5] would be  result = np.mean([1,2,3,4,5])  print(result)  #Output: 3.0 Standard Deviation To find the standard deviation of a Numpy array, you can use the NumPy std() function. This function takes in an array as a par

7 top initial steps you need before you start HR predictive analytics

Top criteria you need before you start analytics in the Human Resource department. I am sure you need many approvals to start analytics in HR.
hr analytics

The risks involved to start analytics in the Human Resource department

  1. You must comply with the legal requirements in which you operate as it relates to the use of people data. The reason is the analytical insights should reflect the cultural and social marks of your organization.
  2. You need to get involved all stakeholders involved and what the cost of what you're doing is relative to the benefit of doing it.
  3. Use analytics through accountable processes, one of which should be acknowledging that using predictive analytics with the workforce has the potential for negative impact, not just positive impact, Walzer said.
  4. Engage the legal department to make sure you understand any implications before you've done something, not after the fact.
  5. Assess whether the use of analytics involves sensitive areas, which it often will, Walzer said. But, she added, these are often accommodated by using reasonable safeguards.
  6. Know what data you just shouldn't collect. 
  7. One example is prescription drug use of employees. "Many employers have access to it through third-party health care providers, but the idea that you're going to bring it in poses a lot of liability to the organization

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