I have an employee churn problem where I have data for every three months of employees in a company ranging from 2015-2019. Does it make sense to model this problem as a time-to-failure/survival analysis problem?
I've seen some studies where survival analysis/time-to-failure has been applied to customer churn, however I am wondering if it also applies to employee churn.
An assumption in time-to-failure is that the observations have a degrading aspect with relation to time, which I don't think it is quite applicable to churn. I.e. a customer/employee who has stayed for 20 years with the company is less likely to leave it, not more likely as time-to-failure analysis would expect it to. Am interpreting this wrong?
If these types of analysis fit churn prediction, should only the churning employees/customers be considered in the training set, or should all employees/customers be considered?