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How IBM is revamping the HR Automation process ?


Ready to Quit your Job? IBM is ensuring that it leaves no stone unturned. Infact it is revamping their HR platforms with AI and cognizable intuitiveness platforms. This has become a new way for your boss to predict if you're about to quit your job.While this effort by IBM to use platforms to learn which employees might quit is one of the more high-profile recent examples of how data science works, from a technology perspective it is about effective implementation of “deep learning” and “predictive analytics”. These platforms are increasingly infiltrating low rung H.R. departments seen as conventional cost centers. They are changing game and making HR a department to HR an intuitive gamut and by this move IBM wants to keep its employees from quitting.

While IBM CEO Ginni Rometty in a recent interview said that by using artificial intelligence the efficient has become more effective. This move has made tech and consulting giants to predict an almost 95 percent accuracy of which employees are likely to leave in the next six months. The “proactive retention” tool of IBM is being used internally and is also selling it to its marquee clients. This platform can now analyze thousands of pieces of data and then nudges the managers towards which employees can be on their way out, telling them to “do something now so that it never enters their mind,” Rometty said.While IBM’s efforts to use AI to learn which employees might quit a job is one of the more high-profile recent examples of the way data science works, “deep learning” and “predictive analytics” are increasingly infiltrating the traditionally low rung H.R. departments and are now arming personnel departments with more rigorous tools and hard data around the tricky art of managing people better. From recruiting to hiring to performance evaluations to 360 degree peer evaluations. H.R. executives have been investing in tech-driven data analysis to make better people decisions at work. They are coming to age in our ability to really put a headcount number on human capital effectiveness to really understand what it takes to recruit a certain skill set and what it costs the company to lose a rare talent? We are thus able to address gaps and ROI outcomes on human capital and technology simultaneously.

While almost every Fortune 100 company has a head of “talent analytics” and a team of data scientists in human resources in present the scenario three to five years ago was different when there were maybe less than 10 to 15 percent who had a head of talent analytics. While HR Automation is the fastest growing jobs in H.R. Analysts say retention, in particular, is a critical area for application of artificial intelligence. For one, there’s a clear event that happens if someone quits and leaves company or threatens to leave. This helps data scientists to seek patterns for intervening and crisis management in personnel level and address gaps in HR scenario which we call as a “The person was here, and then the person was not here.”While IBM’s use of AI in H.R., which began in 2014, comes at a tactical time when the 108-year-old company has been trying to reshuffle its massive 3,50,000-person workforce to the most current tech skills, and includes 18 different AI deployments across various departments. Diane Gherson, IBM’s Chief Human resources officer who is in support of this move said in a recent interview that using technology to predict who might leave considering thousands of internal and external factors such as job tenure, pay comparisons and recent promotions were the first areas they focused on as the cost of trying to hire someone new is about half that of a old person’s salary but we prefer skilled staff.

While replacing people comes at a huge premium and IBM has already been using algorithms and testing hypotheses about who would leave and why, Simple factors like the length of an employee’s commute were helpful, but only so telling and we can’t possibly come up with every case. The value you get from AI is it doesn’t rely on hypotheses being developed in advance; it actually finds the missing patterns. For instance, the system spotted one software engineer who hadn’t been promoted at the same rate as three other peers who all came from the same top university computer science program. The peers had all been at IBM for four years, but worked in different parts of the sprawling company. While her manager didn’t know she was comparing herself to these peers, the software engineer was all too aware that her former classmates had been promoted and he hadn’t. After the risk was flagged, the software engineer was given more training, goal mentoring and stretch assignments and remains at IBM as a valuable contributor. While the program urges managers to intervene for employees who have hard-to-find skills offering them raises, public recognition or promotions, Potential quitters identified by the system with less valuable skills or who are low performers don’t necessarily get the same response as the ones who are in high demand today will also be in high demand tomorrow due to our constant reskilling mechanism with them and they are going to be the ones we shall treat with a very high-touch” response who shall become thought leaders for tomorrow.

However IBM does not analyze or monitor employees email, external social media accounts or other internal message boards as part of its predictions on who has put one foot out the door. However few startups have mined publicly available employee data to predict likely departures in future. Meanwhile, other vendors have recently begun analyzing data to predict how lower employee engagement scores can give companies a nine-month heads up about which groups of workers might be at risk of leaving. While firms and HR personnel’s are left with studying email and social “metadata” and communication patterns, the real essence of finding people when they will quit were less engaged in their email for up to six months before leaving as no one likes to document them via email or on official communication. Yes Predictive attritional methods are becoming popular because it hard to hire right people and companies want to know why people are leaving, and data about what makes people to leave. How perfect such systems really are at predicting who might leave and whether the interventions suggested will always work to keep them is still somewhat unknown. Some niche patterns might be a tricky instance for managers to act and veto on like data of women of childbearing age who opt out or go out for maternity leave etc. But they may still offer an edge over the surprise office visit from an employee no one guessed was about to leave and there’s still always going to be a lot of art, and a lot of uncertainty. However it’s still better than a manager guessing who will be the next to say ‘I quit’ from my existing talent pool.

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