SUBMI

TTEDBY:
PRI
YANKARAJUAGARWAL
BATCH:
CMBA2Y3/1958
SUBJECT:
NEW TECHNOLOGI
ESI
NBUSI
NESS
MODULELEADER:
DR.RAJAROYCHOUDHARY
TOPI
C:MACHI
NE LEARNI
NG WI
TH RESPECT TO CHI
NESE
SOCI
ALCREDI
TSYSTEM
Q)Crit
icall
yexaminet
hei mpactofmachi nelear
ningi
nHR processes
keepi
ngi nt
oaccountt
heChi neseSocialCredi
tScoreSyst
em andhow
wouldthi
simpactt
hefutur
ewor kpl
ace.

WHATI
SMACHI
NELEARNI
NG?

Machi neLear ni
ngi sundeni ablyoneoft hemosti nfl
uentialandpower ful
technologiesi ntoday ’
swor l
d.Mor eimpor t
ant
ly,wearef arf r
om seeingit s
fullpotenti
al.Ther e’
snodoubt ,itwi l
lconti
nuet obemaki ngheadl inesfor
thef oreseeabl efuture.Machi nel earningisat oolforturninginformation
i
nt oknowl edge.Int hepast50y ear s,t
herehasbeenanex plosi
onofdat a.
Thismassofdat ai susel essunl essweanal ysesitandf indt hepat t
erns
hiddenwi thin.Machi nel earningt echniquesareusedt oaut omaticall
yfind
the v al
uable under lying pat t
er ns wi thi
n complex datat hatwe woul d
otherwisest ruggl
et odi scover.

Thehi ddenpatt
ernsandknowl edgeaboutapr obl
em canbeusedt opredict
fut
ureev ent
sandper f
orm allki
ndsofcompl exdecisi
onmaking.Mostofus
areunawar ethatweal r
eadyi nteractwithMachi neLearni
ngev er
ysi ngle
day.Ev er
yti
meweGoogl esomet hing,l
ist
ent oasongorev entakeaphot o,
Machi neLearningisbecomi ngpar toftheengi nebehindit,constantly
l
earning and improvi
ng from ev eryinteract
ion.It’
s al
so behind world-
changing advancesli
kedet ecti
ng cancer,cr eat
ing new dr
ugsand sel f-
dri
vingcars.
I
MPACTOFMACHI
NELEARNI
NGONHRPROCESSES

Likeal laspect sofmoder nbusi ness,technol ogyi schangi ngt hewaywe

oper ateandf unct i
on.Thi sappl i
est oalldepar tment sint hecompanyand
HumanResour cesisnoexcept i
on. Justbecausei thasthewor dhumani n
thenamedoesnotmeant hattechnologycan’ tbeani nvaluableai d.Fr om
cloud comput i
ng t o mobi lit
y,bi g dat a,VR and augment ed r eality
,
BLOCKCHAI Nt echnology,Inter
netofThi ngs”( IoT)andar angeofemer ging
and dev el
oping technologies are now f i
nding t hei
rwayi nt
ot he mor e
enlightenedHRdepar tment sofmanycompani es.Onet echnol ogyt hati s
currentlymaki nggr eatstri
desi nstreamliningandi mprovingt hef unctionof
HR i s machi ne learning.The t echnology i tselfis notnew butt he
appl i
cations forhuman r esources hav e onl yr ecently st ar
ted t o gai n
tractionandt heyar ealr
eadymaki ngasi gni f
icantimpact .

Machi
nel
ear
ningcanal
readyef
fi
cient
lyhandl
ethef
oll
owi
ng:

 Scheduling of HR f uncti
ons such as interv
iews,perf
ormance
apprai
sal s,groupmeet ingsandahostofotherregul
arHRtasks.
 Analyt
icsandr eporti
ngonr el
ev antHRdat
a
 Str
eaml i
ni ngwor kfl
ows
 Improver ecruit
mentpr ocedures
 Reducingst aff-
turnover
 Personalizetraini
ng
 Measur eandmanageengagement
 Enhancer ewardsandr ecognit
ionprogr
ams

CHI
NESESOCI
ALCREDI
TSYSTEM

China’
ssoci alcreditsystem isanambi t
iousiniti
ati
vetobuildadat abase
thatmonitorsi ndiv
idual,corpor
ate,andgov ernmentbehav i
oracrosst he
countr
yinr ealtime.Accor di
ngtot heChi
nesegov er
nment,thesystem wil
l
use big dat at o build a high-tr
ust society wher
ei ndi
vi
duals and
organi
zat
ionsf ollowthel aw.Itwil
ldosobyassi gni
ngsocialcr
editscores
toeachent itybasedont heirbehav i
or,whicharet r
anslatedi ntoav ar
iet
yof
rewardsandpuni shment s.Sincei twasf ormallyannouncedi n2014,the
plan hasr eceived considerableat t
enti
on ini nter
nat i
onalmedi af orit
s
potenti
allydy st
opiancapabi l
it
yt omoni t
orandcont r
oli ndividualbehavi
or.
Thecor poratesocialcreditsystem col l
ects,aggregates, andanal y
zesdata
from busi nesses t o create a scor et hat determi nes r ewards and
punishment s.Accor ding toar eportf rom the Eur opean Chamberof
Commer ce,businessesandot heror ganizati
onscol l
ectdat aont heirown
operati
onsandsubmi tthem tor elevantlocalandnat ionalaut hori
ti
es,who
then consol i
datet he datai nt he NationalCr editI nformat i
on Shari
ng
Platf
orm, whichisacent rali
zeddat abase.

HOW DOESCHI
NESESOCI
ALCREDI
TSYSTEM WORK?

Gov ernmentaut horit

iesal sosubmi tdataonbusi nessesdirectl
yt hrough
standar d 
gov er
nmenti nspections.Thi s dataist hen int
egrated int he
NationalI nt
ernet+Moni tori
ngSy stem, whichanalyzest hedatatocal cul
ate
rati
ngs.Busi nesses ar e most l
y assessed on st andardr egulatory and
compl iancecr it
er i
at hatt heyar eal r
eadyl egal
lyr equir
edt of ul
fil
l.Thi s
i
ncludes  payingt axesont imehol di
ngr equisi
teli
censes,meet i
ngpr oduct
qualit
y st andards,and  ful
fil
li
ng env i
ronmentalpr otecti
on requirement s.
Addi t
ionally
,compani es ar e subjectt o an array ofi ndustry
-specifi
c
requirement sdependi ngont henatureoftheirbusiness.
Thesoci alcreditsy
stem does,however,putforwardsomenewandst ri
cter
requi
rement s.Oneoft hemostpot enti
allyproblemati
cistheneedtot ake
responsibil
i
tyforbusinesspart
ners.Eveni facompanymeet sall
ofi
tslegal
requi
rement s,itcansti
llbepenali
zedif,
f orexample,oneofit
ssuppl
iersis
onabl ackli
st.

Compani eswi t
hpoorscor esfaceanumberofpenal t
ies.Forexample,t
hey
maybei nspectedoraudi tedmor efrequentl
ybyr egulator
s,beexcluded
from publi
cpr ocurementoppor t
uni
ti
es,unablet obenef i
tfr
om incenti
ves,
and be publiclynamed and shamed.Fur ther,because businessesare
responsi
blef ortheirpart
ners,itwillbehar derforcompani eswi thlow
scorestobuildrelati
onshi
pswi t
hotherentit
ies

MLWI
THRESPECTTOCHI
NESESOCI
ALCREDI
TSYSTEM

HumanResour ceManagement(HRM)istheterm usedtodescri

beformal
systemsdevisedfort
hemanagementofpeoplewithinanor
ganizati
on.The
responsi
bil
i
tiesofahumanresourcemanagerfal
li
ntomajorareas:
1)St
aff
ing
2)Empl
oyeecompensat
ionandbenef
it
s
3)Def
ini
ng/
desi
gni
ngwor
k. 
Themodeloft heChi neseSoci alCr edi
tScor eSy stem can begr eatl
y
util
i
zedi nHRaswel l.AsChi neseSCSusesbi gdataandmachi nelearning
togat herdataandgener atepat t
ernsf ormaki ngdecisionsanddet ermining
thesoci alstat
usofi ndiv
idualsand busi nesses,samer ecogniti
onand
trai
ningmodel scanbeusedbyt heor ganizationstoev al
uatethebehav i
or
ofempl oyees.HRMet ri
csar eagr eatwayofanal ysisandpr edict
ingt he
behav iorofEmpl oyee.Eachor ganizationhast hedat aofitsempl oyees
whichcanbeusedf orsocialrati
ng.Justl iket heChineseSCSi ndi
viduals
canbecat egori
zedr atedA, B,C,Daspert heirbehavi
or .Suchrati
ngswi l
lbe
verymuchhel pfulinthef ol
lowingareasofHR
CONCLUSI
ON

ThisSocialCreditSy stem wouldbr i

nggreatadv antagestotheorganizati
on
aswelltot heempl oy ees.Transparencyismai ntainedintheorganizati
on
andont hebr ightersi de,theempl oyeesaremot i
vatedtoworkf asterand
wit
hgr eatzeal . Whenl ookeduponwi tht heper spect
iveoflongt er
m,
MachineLear ningandhandl i
ngofbi gdat aaregoi ngwor khandi nhand.
st
Thisbeingt hegr eat estadvantageof21 cent ury,theworl
di sgoi ngto
change.Wewi l
lseet hatal mosteverythi
ngwi l
lbedat adri
ven.