Even parents are sometimes discouraged at the weight of their children simply based on BMI measures when otherwise the kids are healthy. Thus, slim body size may become a target and sometimes even an obsession already in early life. Weight-to-height-based indirect measures of obesity such as body mass index (BMI) have been key indicators for recommending weight control regimens, even in growing children and adolescents.
We are inundated daily with information regarding the negative effect of body fat on cardiovascular health. The researchers examined cumulative exposure to high-fat mass over a period of 15 years. You're the HR expert.High body fat from childhood was not associated with progressive vascular damage in young adulthood, a paper published in Hypertension Research concludes. But I'm not sure they deserve to be labeled as an expert in the world of HR. Time to retrench and get a cheaper cost basis on labor. Translation: We've got a lot of high earners and it's killing us. It's a systematic play they've been a part of, and it includes normal playbook items like layoffs and more creative items like requiring long-term IBM team members to report to a centralized office location or lose their job. But do a couple of web searches and you'll see how IBM has treated it's workforce, discarding strong, older professionals for cheaper labor. They've been awful to their own workforce.īig companies are going to have some people issues, I get it. Most of us would say no to the cultural ramifications of getting all the data necessary.īut my biggest issue with IBM coming in hard to HR for business development is much simpler. So you're great at turnover prediction, but you fail to say you need to big brother information access to fine tune the model. That's nothing new and the fact IBM doesn't disclose what information is needed to get to 95% accuracy is 100% problematic. Simply put, if you had access to the right information, you could make a pretty good call on who's at risk.
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The right information in turnover prediction is full of privacy issues - involving deep email, social, web and phone indexing and analysis. Most of my readers could predict turnover with 100% accuracy if they have access to the right information. I'm just not sure that IBM deserves to be the expert in HR. I think AI should always be considered as a way to make our profession better. The AI retention tool is part of a suite of IBM products that are designed to upend the traditional approach to human resources management.
Rometty claims the AI has so far saved IBM nearly $300 million in retention costs. Rometty would only say that its success comes through analyzing many data points. IBM's CEO Ginni Rometty has been on the PR push for this program this month and stopped short of explaining “the secret sauce” that allowed the AI to work so effectively in identifying workers about to jump (officially, IBM said the predictions are now in the 95 percent accuracy “range”). IBM HR has a patent for its “predictive attrition program” which was developed with Watson to predict employee flight risk and prescribe actions for managers to engage employees. One of the latest science/research pushes IBM is promoting is that they're the experts in predicting turnover. When you think of IBM today, you probably think of Watson, the supercomputer that resides at the intersection of processing power and artificial intelligence. Does IBM deserve to be an expert in the world of HR?
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