Tech News

This artificial intelligence predicts if a person is about to leave a job

Illustrative image. (photo: The Universe)
Illustrative image. (photo: The Universe)

If there is any reader who has been struck by the title of this article, it is because they may be thinking of quitting their job, as it may not. But, if yes, chances are the head of the company already knows about it.

[article_mb_code]

In a 2019 report, CNBC commented on the new technology that allows companies to know when their workers are about to leave the company. In fact, the artificial intelligence of IBM can predict with a 95% certainty which workers are considering quitting.

This was confirmed Ginni Rometty, who served as the company’s president and CEO until early 2020. In the aforementioned 2019 CNBC report, Rometty talks about the technology used. In fact, He commented that they used artificial intelligence to retain talent in the company. “The best time to approach an employee is before they leave,” the former CEO commented.

[article_mb_code]

This AI is used in both IBM It even has its own patent. In this way, your human resources department can use a “Employment Prediction Program” to control your template. Thus, they can act in advance and organize actions to create relationships between managers and vulnerable groups.

Of course, Ginni Rometty does not reveal this AI secret. However, the former CEO said that the reliability of this technology is related to the analysis of large amounts of data within the company.

[article_mb_code]
Illustrative image. (photo: Pixabay)
Illustrative image. (photo: Pixabay)
[article_mb_code]

The 3 data that help the algorithm of this AI

Georgetown University professor Brooks Holton, published a bit more about IBM’s artificial intelligence on Harvard Business Review. As he notes, these predictions can be made using machine learning technologies and large amounts of data put together. A) Yes, the information needed to know if an employee is about to leave can be measured.

Of these types of data, Holtom describes some:

– First, they have events that can cause employees to resign. These can be described as changes in company management or a major purchase by another, larger company.

– In addition, other factors are also taken into account, such as news related to this type of event, stock movements and legal proceedings against the entity.

– Also, there is another factor: the relationship of the employee with the company for which he works is essential in this process. Using publicly available data, such as the number of previous occupations, employment anniversaries, skills, education, gender Y geographic locationcertain conclusions can also be drawn.

Illustrative image of an artificial intelligence algorithm. (photo: Suryfur)
Illustrative image of an artificial intelligence algorithm. (photo: Suryfur)

What benefits can this artificial intelligence have

Although many may see the measure as an invasion of privacy (a topic that invites debate); this kind of artificial intelligence could ultimately benefit employees. In fact, many companies prefer to financially compensate disgruntled workers, rather than simply replace them with a new one.

The cost of replacing a skilled worker can be as much as double your salary. Therefore, instead of wasting time and money selecting, recruiting and training a new professional, some companies focus on make your current employees happy.

“Even if you can predict who’s going to leave, you still need to respond thoughtfully,” says Brooks Holtom, a professor at Georgetown University.

Brooks Holtom. (photo: YouTube/TINYpulse)
Brooks Holtom. (photo: YouTube/TINYpulse)

Holtom describes in his article that “The best organizations develop a culture of listening.” Thus, managers can hear from their employees what is going well and what is not. In this way, working conditions in the company can be improved.

With this artificial intelligence technology, managers and workers can create a better map of what people really value. They may also develop a more positive environment and a personalized work style. Of course, privacy concerns prevail:

“My biggest concerns are around privacy limits. At a certain level, these could even become invasive. Pulling information from Instagram, Snapchat or Facebook. Information that people upload publicly, whether password controlled or not. There is a risk for the employees”, concludes Holtom.

KEEP READING

Back to top button