Akademik Veri Yönetim Sistemi
Romaya Journal: Researches on Multidisciplinary Approaches, cilt.2024-October, sa.2, ss.232-240, 2024 (Scopus)
In today’s business world, human resource management is becoming increasingly important and human resource processes are becoming more complex. Companies are implementing many new practices to increase employee engagement. The common goal of these efforts is to positively affect labor turnover by increasing employee happiness and job satisfaction. However, it is quite difficult to predict the tendency to quit. Since employees do not share their decision to leave with their employers, employers are caught off guard when they learn about the decision to le-ave. In this context, artificial intelligence technologies offer employers the opportunity to predict employee turnover trends and take measures accordingly. The aim here should be to identify the reasons that trigger turnover and enable them to make impro-vements in these areas, rather than identifying the employee who will leave. Artificial intelligence algorithms and mathematical modeling allow companies to analyze employee data and learn the underlying causes of employee turnover. In addition, human resources analytics studies include a series of processes from employee recruitment to performance evaluation, from training to turnover management. With artificial intelligence and HRIA applications, these processes are managed more efficiently and effectively. In this way, HRIA helps businesses increase their competitive advantage.