पुस्तक आधारित परीक्षण «Spiral Dynamics:
Mastering Values, Leadership, and
Change» (ISBN-13: 978-1405133562)
प्रायोजकहरू

When the HR Influencer and the AI Disagree: Assessing the Credibility of a Viral HR Statistic on Stress and Turnover

HR analytics is a powerful tool that can help organizations make data-driven decisions about their workforce. However, ensuring that the data being used is accurate and reliable is crucial. In this scenario, an HR influencer stated, "Stress factors explain up to 9% of turnover," based on an article [1] with many numbers. This statistic caught your attention, as reducing turnover is crucial for controlling costs and retaining talent.  As a responsible manager, you decided to check the validity of this statement by consulting with three different AIs. Unfortunately, none of the AIs provided positive confirmation of the statement.


This leaves you uncertain about who to trust more – the HR influencer or the skeptical AIs. The HR influencer presented himself as an authority but did not share proof. The AIs admit the limits of what claims they can validate based on accessible knowledge bases. As a decision-maker, you cannot afford to use statistics that are unfounded or risk-making choices without empirical evidence.


To evaluate who to trust, it is essential to consider the source of the statement and the data being used. The HR influencer who made the statement did not explain how they arrived at the 9% figure, so it is unclear what data they used to support their claim. On the other hand, the AIs utilized data from a meta-analysis of turnover antecedents, which is a comprehensive review of the predictive strength of numerous turnover antecedents. The meta-analysis did not provide a specific percentage for stress factors explaining turnover, but it did identify various moderators of antecedent-turnover correlations.


This information makes it more reasonable to trust the AIs that provided arguments refuting the statement. The meta-analysis used by the AIs is a more reliable data source than an HR influencer who did not explain their methodology. It is essential to use accurate and reliable data when making decisions that will have financial and non-financial consequences on the workforce.


Anecdotes and hearsay do not justify budget expenditures or workforce structuring that impacts real employees. As an ethical leader, you prioritize transparency and credible proof over assumptions or rules of thumb when shaping internal policies. A statement may sound impactful, but the devil is in the details when basing business decisions on statistics.


In conclusion, HR analytics is a powerful tool to help organizations make data-driven decisions about their workforce. However, ensuring that the data used is accurate and reliable is essential. In this scenario, it is more reasonable to trust the AIs that provided arguments refuting the statement that "Stress factors explain up to 9% of turnover" based on a meta-analysis of turnover antecedents. It is essential to use accurate and reliable data when making decisions that will affect the workforce.



[1] Source: Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.(https://journals.sagepub.com/doi/abs/10.1177/014920630002600305) 

2023.12.18
भ्यालेरी नानिको
उत्पाद मालिकको सबसाल प्रोजेक्ट sdtest®

1 199 199. मा वैदेशिक ट्रेसागोग्युयोगी-मनोविज्ञानीको रूपमा भ्यालेरीइलिएकी छन र परियोजना व्यवस्थापनमा उनको ज्ञान लागू भएको छ।
201 2013 मा भ्यालेरीले मास्टर डिग्री र प्रोग्राम प्रबन्धक योग्यता प्राप्त गर्यो। उसको मालिकको कार्यक्रमको बेला उनी प्रोजेक्ट रोडस्च जईटेकमटमेनेज इडेकरफेन्टेन्सेन्क्स ई।)।
भ्यालेरीले विभिन्न सर्पिल गतिरोध परीक्षणहरू लगे र समग्रको हालको संस्करण अनुकूलन गर्न उसको ज्ञान र अनुभव प्रयोग गर्यो।
भ्यालेरीलाई V.U.C.A को अनिश्चितता खोज्ने लेखक हो। सर्पिल गतिशीलता र गणितीय तथ्या .्कको प्रयोग गर्दै 20 विज्ञान विज्ञान, 20 भन्दा बढी अन्तर्राष्ट्रिय चुनावहरू।
यो पोष्ट छ 0 गिर्जाभ्कारछन्
जवाफ दिनु
जवाफ दिनुहोस्
आफ्नो टिप्पणी छोड्नुहोस्
×
के तपाईं त्रुटि भेट्टाउन
आफ्नो सही संस्करण प्रस्ताव
इच्छित रूपमा आफ्नो ई-मेल प्रविष्ट गर्नुहोस्
send
रद्द
Bot
sdtest
1
नमस्कार! मलाई सोध्नुहोस्, के तपाईं पहिले नै सर्पिल गतिशीलतासँग परिचित हुनुभयो?