Management teams and human resources departments concerned about talent retention can now count on a new ally that will help them know which workers might leave their organizations soon.
This artificial intelligence tool, created by Japanese researchers, analyzes data about a company's workers, such as their age and gender. In addition, it also takes into account data about those employees who have already left in their day or taken a leave of absence to create a turnover model for each firm.
In addition, the technology also considers details about new staff joining the company to predict who is most at risk of leaving, providing a result in "percentage points."
The tool was developed by Naruhiko Shiratori, a professor at Tokyo City University, in conjunction with a startup based in the Japanese capital.
For its creation, the researchers took as a reference a couple of previous researches that used AI to predict the characteristics of university students likely to drop out of their studies.
The professor had previously participated in two studies on this subject, called 'Deriving student patterns in a preliminary dropout state and identifying measures to reduce student dropout' and 'Modeling dropout behavior patterns using Bayesian networks in small-scale private universities'.
Business application
Shiratori told AFP news agency that they are currently testing this artificial intelligence with several organizations, "creating a model for each of them."
Managers and HR teams can use the results to suggest "high-risk employees for resignation". This is where the company can take action and offer support to the individual if "the AI suggests they might be facing difficulties."
However, the researchers don't want to stop there. They are working to incorporate other features into the technology, such as it being able to suggest suitable salaries for new employees by analyzing information from job interviews, as well as their personal characteristics and histories.
A common problem in Japan
The creation of this artificial intelligence tool responds to the desire to reverse a fairly pronounced trend in Japan.
All Japanese companies hire graduates at the same time of the year, but nearly 1 in 10 new hires who have just graduated from university quit their jobs within a year and 30% after three years, according to official data.
Given the country's population pyramid, with a very aging population and few births, which also means labor shortages in many business sectors, Japanese companies are increasingly looking to nurture their young employees.
How ChatGPT can help talent retention
Without going to a specific AI tool, large language models such as ChatGPT can also be useful for talent retention. OpenAI's technology is able to analyze communication patterns and comments on various platforms, from emaisl to performance appraisals.
Thus, it is able to identify early signs of disengagement or dissatisfaction. In this way, HR professionals can take a proactive role and anticipate, anticipating situations where an employee gets to the point of considering leaving their position or the company.
ChatGPT can also analyze the skills, performance and career aspirations of each employee to drive personal growth and try to make the person happy with what he or she does. In addition, the LLM can also design communication strategies, bringing a touch of clarity, empathy and effectiveness to communications.
