Name–Vik

ramPra
tap
Bat
ch–CMBA14
Rol
lNo.
–1924

NT
IBAS
SIGNME
NT
AI
impa
ctonHR
I
mpactOfMachi
neLear
ningI
nHRPr
ocess.

Humanr esourcesasaf unct i

onhasexper i
encedsi gnifi
cantchangesi nthelastdecadeduet o
theev oluti
onoft echnol ogies.Today ,artif
ici
al i
ntell
igence(AI )i
sreshapingthewaycompani es
hire,manageandengagewi t
ht hei
rwor kforce.
Adv anceddat a-
dr i
v entechnol ogyi srapi dlymaki ngitswayi ntotheHRi ndust ryasbusi nesses
aref ocusingmor eoncr eatinganempl oy ee-ori
entedcor poratecult
ure.Recrui t
menti snomor e
at ediouspr ocessf orHRpr actit
ionersasi tnol ongerent ai
l
st ime-
consumi ngact ivit
iessuchas
manual l
yscr eeningt her esumesoft hepr ospect i
vecandi dates,makingphonecal l
sorr eply
ing
tocandi datesv iaemai l
s.Thesemundaneer randsar enowmanagedbysmar ttechnologies
designedt orepli
cat ehumanconv ersation, t
husenabl i
ngHRexper t
st ocontempl atethebigger
picture.
Accor dingt otheI ndiaRepor tofDel oitt
e’ s5thAnnual GlobalHumanCapi t
al Trends, 53%of
compani esar erev ampingt heirHRpr ogrammest odeploydi git
alt
ools,while22%hav ealready
l
ev eragedAIt odel iverHRsol uti
ons.

Today ,empl oy eeengagementi scrucialforev erybusi nessagendabecausei tpl

ay sakeyr olei
n
boost i
ngpr oduct i
vityandhel pi ngbusinessesst aycompet iti
vei nthemar ket.Gonear etheday s
whenHRexper t
sr eli
edonbur densomeannual surv eyst oevaluat eempl oyeeengagementt hat
oftengener at eder roneousr esul t
s.
Inor dert or edef i
neper formancemanagement , t
hepr ogr essiveHRl eadercancountonr eal-
ti
medat at omeasur eempl oy eeengagementandi dent ifyproblem ar eastoi mpr ovework
culturebypr edicti
ngwor kf or cet rends.Mor eov er,r
eal -ti
medat aenabl esHRexper tstotake
promptact i
oni naper sonal i
sedmanner .
AIandmachi nelearning( ML) ,thecurrentbuzzwor dsi nt echnology , hav esignifi
cant
i
mpl i
cat ionsf orhumanr esour cemanagementpr act i
ces.AIbr eaksdownandt ransformsdat a
i
ntoaf ormatt hatiseasyt oconst r
ue;ML, ont heot herhand, isanadv ancedf orm ofAIthat
scansdat at oident i
fypat ter nsandmodi fiespr ogrammeact ionscor respondi ngly.
Thei nsi ghtsputf orwar dbyAI /MLgener at esuitabledat at ohelpHRpr acti
tionersretai
nand
mot ivat eexi sti
ngempl oy eesandt oalsor ecruitnewones.Mor eov er, AIandML- powered
suggest ionsut il
isehi stor ical r ecordstor ecommendt hebestsol utionst oresol veexpected
probl ems, t
hushel pingHRl eader sdevelopHRM pr ogr ammesbasedonsmar tdata.

AI
-power
edHRchat
bot
s

HRchat botsreinforceempl oy eer elationsandsuppor twor kforceengagement .Thi

siswhyHR
soluti
onprov i
dersandf lourishi ngst artupsareincreasinglyadopt ingHRchat bot st
hatmakeuse
oftheaccumul ateddat at ost reaml i
neandaut omat et hehiri
ngpr ocesstoenhanceef fici
ency.
Inadditi
ont ostoringper sonal isedi nfor mati
ononempl oyees,AI /
ML- poweredchatbotsof fer
mul t
ipl
eadv antages, suchaseasyaccessi bi
li
ty,endlessconv ersationwithusers,i
nstantaneous
response,round-the-clockav ailabil
ity,andstrongcr oss-channel i
ntegrati
on.
Forexampl e,i
fy ouar epl anningt otakeadayof fwi thoutpr i
ornot ice,youwoul dsi
mpl yleavea
textstat
ingthaty ouwer eonl eav ethatpar ti
cul
arday .Thebotwi llthenaskyourmanageri ft
he
l
eav ecanbegr ant edornot .Thel eav ewi l
lbeconfirmedoncey ourmanagerappr ovesthesame.
Adv
ant
ageOfI
mpl
ement
ingAIandMLi
nHR

Indivi
dual i
zati
on: HRleader sar eembr aci
ngmoder ntrai
ningmet hodsi nor dertomanagea
mul ti
-generati
onalworkf or
ceandt ech-savvymi l
l
ennialswhoexpecti nstantaneoussolutionsto
theirqueries.Moreover,differenti
ndivi
dualsar echaracteri
sedbydi fferentl
earningst y
les,and
toaccommodat ethat,
HRl eadersuseAIt oi ndividuali
secor por
atetraining.
AIcapt uresusefulempl oyeedat apertaini
ngt oabr oadarrayofwor thwhi l
elearningexper i
ences
andbehav iour
alapprai
sal ofpot enti
alempl oy ees.TheAI /MLalgori
thmsof fersuggest i
ons
wheni tcomest otrai
ningthewor kfor
ce, t
husmaki ngt r
ainingprogrammesmor er ewarding.
What ’smor e,t
hetraini
ngpr ogrammescanal sobemodi fi
edt omaket hetraini
ngout comemor e
effectual.

Diminishesbi asedappr ai
sals:
 Themaj orchallengethatHRmanager sf
acedur i
ngperfor
mance
appraisalsistor emai
nunbi ased.AI/MLal gorithmsgobey ondspr
eadsheetanalysi
sbycarry
ing
outempl oy eeassessment sviaregular
,unprejudicedperf
ormanceapprai
sals.Si
mi l
arl
y,y
oucan
uti
l
iset heset echnol
ogiestoev al
uatethecar eerpathofyouremployeestopreparethem f
or
careeradv ancement .

Est i
mat i
ngwor kplacemor ale:
 TheHRindustryisincr
easinglyleveragingAI/MLast heyare
adeptati dentif
yingper for
mancepat ter
nsov erti
me.Theser oboti
ct echnol
ogiescomewi t
hface
-recogniti
ontechnol ogiesthatarecapableofidenti
fyi
nggenderandmeasur ingempl oy
ees’
psy cho-emotional t
rai
tsonascal ef
rom verysadtoeuphor ic.Witht hedataaccumulatedby
theset echnologies,organisati
onscandev el
opacl oserbondwi tht heirwor
kforcebyutil
isi
ngthe
der i
vedinsightstoempowerempl oyeessothattheycani dentif
yt heirtr
uepotenti
al.

Simplif
iesr ecruit
mentpr ocedure: AI/
MLhav eopt i
misedev eryst ageoft her ecruit
mentpr ocess
byequippi ngHRl eaderswi thpersonalisedresearchtoolstopi ckoutt hef inesttalenti nthe
i
ndust r
y.Anappl i
canttracki ngsoftwar e(ATS)caneaset hetroubl eofanHRpr actitionerwho
hastogot hroughcount lessr esumes, therebyreducingblunder sandambi guit
iesdur i
ng
recr
uitment .
TheATScananal yseincal culabl
er esumesbasedonkey wor ds,locat i
on, qual i
fi
cationand
experti
se.Justt ellt
heATRaboutaj obposi ti
onyouneedt of i
l
l andi twi l
linstantlyr ecommend
theri
ghtcandi datebesidesenabl ingy outointervi
ewt hecandi date.Nat urallanguage
processing,ani nbui
ltspeci ali
sttoolfoundi nATR, dri
vespredict i
vel anguageanal y sisto
acceler
at erecruit
mentbyenabl i
ngHRexper t
stoshor tl
i
stcandi dat esf asterandwi thf ewersli
p-
ups.

Simpli
fi
espayrol
l:
 HRbotscanalsotakecareofpayr
ollandexpensesef
fici
entl
y.Youdonot
needtospendtimefil
li
ngoutformsfordocumenti
ngtranspor
tati
onexpenses.Justnot
if
ythe
botanditwi
llgetyourbi
ll
sapprovedbyyourmanager.

Improvedpredi
ctionmodels: 
AIandMLhav ethepot
entialt
oknowy ourcompanybett
er—
whetheri
tisforecast
ingyourfutur
eROI ,i
ncr
easedorreducedengagementlevel
sofemploy
ees,
probl
emsper t
ainingtocompleti
onofpr oj
ect
sandotherunforeseengl
it
chesthatwoul
d
normall
ytakeyear st
ocomei ntosight
.
Barri
erstoAIadopt ion
AI/MLar enodoubtpenet ratingquicklyi
ntotheHRindustr
y;however,
anumberofobst aclesar
e
alsobeingwi t
nessed,incl
udinglackofexpert i
set
oadoptaut omati
on,l
ackofsupportf
or
changemanagement ,
andl ackofinfrast
ruct
uretomanageempl oyeerecor
ds.Never
theless,
robot
scan’ tsubsti
tutethehumani nHRast heycannotaddresssensi
ti
veprobl
emsinthe
workplacelikeahumanbei ng.

Ther oadahead
AIandMLar etwoessent i
al tech-t
rendst hatneedt obeembr acedf ordri
v inginch-per f
ect
decision-
maki ngandef fect i
vepeopl emanagement .Inor dert otackl etheobst acles,HRt eams
shouldbeencour agedt oal l
ev i
atetheirfear s.Employ ersshoul dtraintheHRdepar tmentt o
worki nconjunct ionwi thadv ancedt echnol ogiessoast ocompr ehendt hepowerofr obot icsin
HR.
Simultaneousl y
, newj obr olesshoul dbei dent i
fi
edt of ullyuti
liseAI /MLi nHRi ndust r
y.Lastbut
notleast,teamswi thdi fferentf uncti
onal exper t
isesuchasHRandI Tshoul dhaveaunani mous
visi
onf orwor kforceexper ienceanddef i
neconcr etetechnol ogygoal stot urnthev isi
oni nto
real
ity.
HRf unctionsar ebecomi ngi ncreasinglyliabletopr opel businessgr owth.Di si
nclinationtowar ds
digi
tal HRcanpr ovedi sast roust oanov erallbusiness; therefore,theHRi ndust r
yshoul dequi p
i
tselfforanAI /ML- power edf utureast heset echnol ogies,ifcombi nedwi thhumancapabi li
ti
es,
wouldbr i
ngonmor eintel l
igentHRsol utions.

WhatCoul
dHRl
ear
nfr
om Chi
nesesoci
alcr
edi
tsy
stem?

Sohowwoul dasoci alcreditsyst

em wor k?Youhav ea1, 000poi nt
s,whichi saper fectscore,
buty oumi ghtst artlosi ngsomepoi ntsifyourdogi sof fleashwher eitshouldn’tbe, orifyou
refusedt odoy ourmi li
taryservi
ce. 
May bey oupaidy ourut i
li
tiesbi
lllat
e,smokedi nanon-
smoki ngar eaorwast edt oomucht i
meonv i
deogamesandsoci almedia.Theny ou’dlosemor e
points.Spreadi ng fakenews?Deductmor epoints! Asidefrom allthoseinfracti
ons, more
traditi
onaloffensesl ikecommi t
ti
ngcor por
at eorpersonal fraudandembezzl ementwoul dalso
hav elargerimpact s.      
Undert hissyst em, thebenef i
tsofhavingbetterscoresar ewi despread,rangingfrom f ast
er
i
nt ernet,t
obei ngal l
owedt ostayorbecomeamemberatl uxur ypr
operti
esorenj oyspeci al
treatmentonf l
ights, sendi ngyourki
dst othebestschool s,orofcour segetti
ngt hebestj obsin
stateownedor ganizat i
ons!

Ift
hisgr andexper i
mentactuall
ywor ks,shouldcompani esconsi derthissameappr oach? Or
woul dwer iskkil
li
ngallcr
eati
vityandi nnovati
oni nourcur r
entandf utureempl oy ees?Witha
system likethi
si npl
ace,wouldpeopl estil
lfeelfr
eet odisagreewi theachot her ?Woul dthey
wantt o“disrupt”andfi
ghtfortheirideasandi nnov at
einawayt hatwoul dpr opel companies
forwardi nt
oasuccessf ulf
uture?Whataboutl osingthei mpactofr elyingonper sonaland
businessr efer
ences?Whatwoul ditmeanf or culturefit,whi chweknowi sani mportant
pil
larofpr oduct i
vecompani es?Andwhataboutwor ksaf ety
?Woul dt hisappr oach
all
ow  unsaf eorunf i
templ oyeest of indt heirwayi nt obusi nesses  simpl ybecauset hey
wereabl et oacquir
emor epointssomehow?Let ’
sconsi derthatthepoi ntsst ruct urewouldn’t
catchnear lyall
decidedl
y“bad”behav iorsandmi ghtal l
owanoppor tuni t
yf orcor ruptindi
vidual
s
tosomehowgamet hesystem.Itbegi nst osoundl esslikeadr eam, andmor elikeani ghtmare.