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Step-by-Step Guide to Reading Different Files in Python

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 In the world of data science, automation, and general programming, working with files is unavoidable. Whether you’re dealing with CSV reports, JSON APIs, Excel sheets, or text logs, Python provides rich and easy-to-use libraries for reading different file formats. In this guide, we’ll explore how to read different files in Python , with code examples and best practices. 1. Reading Text Files ( .txt ) Text files are the simplest form of files. Python’s built-in open() function handles them effortlessly. Example: # Open and read a text file with open ( "sample.txt" , "r" ) as file: content = file.read() print (content) Explanation: "r" mode means read . with open() automatically closes the file when done. Best Practice: Always use with to handle files to avoid memory leaks. 2. Reading CSV Files ( .csv ) CSV files are widely used for storing tabular data. Python has a built-in csv module and a powerful pandas library. Using cs...

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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