A STUDY ON “IMPACT OF MACHINE LEARNING HR AND

HOW AI IMPACT CHINA CREDIT SCORE”.

UNIVERSAL BUSINESS SCHOOL, Karjat

Name: ABHISHIKTA PARAMALIK
Course: CMBA2Y3
Student ID: 1902
Subject: NEW BUSINESS IMPACTING TECHNOLOGY
Module Leader: Dr.Raja Roy Chaudhary.
IMPACT OF MACHINE LEARNING IN HR:-

INTROCTION:
What is Machine Learning?
The term "machine learning" might not mean much to us . We might imagine a computer
playing chess, calculating the multitude of moves and the possible counter moves Machine
learning is one element of AI, whereby a computer is programmed with the ability to self-
teach and improve its performance of a specific task. In essence, machine learning is all about
analysing big data -- the automatic extraction of information and using it to make predictions,
decipher whether the prediction was correct, and if incorrect, learning from that to make a
more correct prediction in the future.
But, the truth of artificial intelligence and particularly machine learning is far less sinister,
and it's actually not something of the far-off future. It's here today, and it's shaping and
simplifying the way we live, work, travel and communicate.
In fact, it's shaping our everyday lives and the decisions we make.
Why machine learning is important to society
Machine learning is not an alien term anymore. One of the biggest boons that technology has
given the world today is that of the machine learning techniques. Right from reducing human
interactions to reducing the number of time/efforts consumed in doing a certain job, the list of
machine learning benefits is never-ending. The fact that machine learning has not just made
our lives easy, but also changed our way of being in many ways cannot be denied.
How machine learning is impacting lives?
The machines of the current era are nothing like what existed a few decades ago. These
machines are smart and trained on massive datasets, thereby minimizing the chances of
errors. With technological advancements, the amount of data released every day through
every possible medium is more than sufficient to build great use cases for analysis. For
instance, if you pick any general machine learning tutorial, the first thing they teach you
today is about the availability of the data and its management.
The machine learning algorithms these days are highly advanced. Although most of these
work on specific data models, the advantage with machine learning is that as soon as the
models get exposed to new patterns present in the data, these algorithms smoothly adapt to it
and simplify things for the users.
 Self-driving cars
Most of the people call self-driving cars are an overhyped aspect of machine learning but the
fact is that is the future. Period! This is a blessing for all those people who don’t like to drive
or cannot drive due to medical or physical issues. Moreover, drink and drives would reduce,
rash driving would too! The kind of impact this would have in the future would be to watch
for!

 Health care industry

Right from the Apple watch that gives an ECG report to other gadgets that test blood sugar
levels, eruptive heartbeats or abnormalities in breathing, machine learning concepts in the
world of health care sure are not just impacting lives but saving them as well.
 Public Safety
Heard of FBI, Pentagon, RAW, etc.? These and other law enforcement and intelligence
agencies across the globe are adopting technologies that help them prevent crime and
neutralize threats. A lot of their tools are based on the concepts of AI and ML, thereby
empowering these officers in their missions of up keeping public safety.
 Retail Sector
Right from the e-commerce websites you browse through to shop, to the OOT platforms such
as Netflix and Prime Video, there is hardly a channel that doesn’t use machine learning to
provide the best options to buy and watch to its clients. Price optimization, marketing
campaigns, advertisement based profiling, etc. are some of the machine learning applications
prominently used by the retail sector.
 The future of the information age
The truth is that there is a lot of data, a lot of it! And it would take a superhuman (basically a
machine) to make sense of this data. We hardly know what the future would bring, but one
thing we can stay assured of is the fact that technologies such as machine learning would
continue to make a difference in our lives.
Impact of AI and Machine Learning on HR
Human resource management has experienced significant changes in the last few years due to
the evolution of technologies. Today, Artificial Intelligence (AI) and Machine Learning (ML)
are reshaping the way organizations recruit, manage, and engage with their employees.
AI and ML, the new trends in technology, have a significance in HR management practices.
AI breaks down and modifies data into a format that is easy to read, and ML scans data to
spot patterns and modifies plan actions correspondingly.
IMPACTS OF MACHINE LEARNING ON HR ANALYTICS
Machine learning is teaching computers to recognize patterns in the same way a human
brains do. It is learning from examples and experience instead of hardcoded programming
rules and using that learning to answer questions
1. Recruiting
In recruiting, machine learning can be used to analyse blog/social media profiles and identify
candidate attributes that might not show up on the resume. Recruiters also use machine
learning to proactively find the right people for openings with software that searches the
internet to source prospects.

2. Interviewing
Video-based interviewing analysed by ML can help determine an interviewee’s mood,
whether the candidate is telling the truth, and more. The early stages of interviewing can
become much easier with the use of ML-driven chatbots on business site to offer applicants
onboarding. So, the way it works is interview is recorded and is given to the neural network
for analysing it by criteria like muscular contractions and voice tone. For example, if a
candidate scowls during the description of his previous job, it can be a sign of negativity. The
voice tone can show how a candidate’s enthusiasm or indifference in a job spot or
responsibilities .Machine learning doesn’t care about a candidate’s sex or age, it doesn’t
judge or criticize, doesn’t have a bad day. It’s completely unbiased.
3. Onboarding
Machine learning in the shape of a virtual assistant can take over the routine tasks of
employee onboarding.
4. Feedback
Machine learning provides HR staff with mobile-friendly tools which can gather and share
immediate feedback. Applying machine learning to identify themes and recurring issues in
employee surveys can help to improve the quality of feedback. Which in turn help to improve
employee performance.
5. Accurate predictions
Machine learning plays the role of a forecaster that can predict key developments . such as
attrition, success in a job position and even such unpleasant things as unethical behaviour.
Let’s break down an example of promoting a candidate. An employee success odd depends
on past data like previous performance, knowledge and skills, initiatives to improve. The
prediction is based on the analysis of the described data. Results can be converted to analytics
and then decisions can be made.
6. Attrition detection
A big part of the HR department is to figure out the people’s reasons for staying at or leaving
job positions. Identifying particular risk parameters based on an employee’s survey grade
point is hard and almost impossible to do precisely for a human being. Machine learning can
work with a vast amount of data and connect the needed dots instantly. JPMorgan is a
financial institution that uses machine learning algorithms to determine a person’s behaviour.
7. Reducing bias in appraisals and career progression
One of the many challenges for supervisors during performance reviews is to remain
impartial. ML can evaluate performance data without any personal bias for the candidate. The
tools can remove human prejudices, building a more equitable, diverse, and unbiased
workplace.

8. Performance development
ML can map employees’ career paths and set them up for career progression, providing
guidance on the opportunities and actions others in similar positions may have taken to
progress within the organization. ML can support employees with customized training and
learning recommendations, based on what other candidates have undertaken to be successful
information that a supervisor may not always provide. With ML, organizations can
democratize learning and development initiatives for each employee at appropriate timelines.
ML can also examine past performance trends of individuals, teams, or departments, allowing
steps to be taken to improve future outcomes.
Role of Artificial Intelligence in Chinese Social Credit Rating System.

It is a points system which gives citizens a score out of 800-900. Your score can affect
everything from your finances to your travel and your friends and family. The wrong words
and moves can affect anyone you know.
Under tight biometric surveillance, and using 200 million surveillance cameras, every move,
from shopping to personal relationships can be monitored using AI. Every observed action
can affect a social credit score in real time. You could go out one day with a score of 900, and
if you have a few negative encounters with anything or anyone, your score could be shot to
pieces by the time you return home. The EU Chamber and Sinolytics report summarizes the
tasks as the following:
 Beijing-based Taiji Computer is leading the consortium, and has the most
responsibility for integrating various data sources into one platform.
 Huawei provides server and cloud infrastructure.
 Alibaba’s cloud and privately run Sesame Credit rating system is helping with
analysing the ratings and records of companies.
 Tencent is also involved with that analysis work.
 Beijing-based video equipment company Vision Vera provides its video
surveillance data.
Traditional Input are as follows:-
 Income- tax payments.
 Loan repayment.
 Credit -card Bills.
 Utility Bills.
 Payment of court judgements.
Social Input are as follows:-
 Adherence to traffic rules.
 Adherence to family-planning limits.
 Payment for public transportation.
 Academic Honesty.
 Volunteer Activity.
 Filial Piety.
 Criminal Record.

Online Input are as follows:-

 Interaction with other internet users.
 Reliability’ of information posted of reposed online.
 Shopping Habits.
In fact, China’s social-credit scoring is best understood not as a single system but as
an overarching ideology: encompassing punishments and rewards, to improve
governance and stamp out disorder and fraud. Commercial schemes mostly handle the
perks, state schemes the punishments. Both work in concert to encourage socially
responsible behaviour.
But they are undeniably intrusive. Government agencies compile and share data on
judgments against individuals or companies. Fail to pay a fine or court-ordered
compensation, or default on your debts, and you will be put on the “List of
Untrustworthy Persons.” Blacklisted individuals cannot make “luxury purchases,”
such as high-speed rail and air tickets or hotel rooms. Five million people have been
barred from high-speed trains and 17 million from flights under the scheme,
according to the official website.
And some elements are indeed worthy of dystopian fiction. In certain areas of China,
call a blacklisted person on the phone and you will hear a siren and recorded message
saying: “Warning, this person is on the blacklist. Be careful and urge them to repay
their debts.” When a blacklisted person crosses certain intersections in Beijing, facial-
recognition technology projects their face and ID number on massive electronic
billboards. Beijing-based lawyer Li Xiaolin was blacklisted after a court apology he
gave was deemed “insincere.” Unable to buy tickets, he was stranded 1,200 miles
from home.

Although it sounds draconian, the repercussions of blacklisting “tend to be coercive

rather than punitive,” China legal scholar Jeremy Daum says. Once you’ve complied
with the court ruling, you’re theoretically scrubbed from the blacklist (although many
report that this is easier said than done). Essentially, the system utilizes technology to
enforce existing legal prohibitions through shame and hardship rather than by adding
a new layer of arbitrary regulation
CONCLUSION
By applying complex statistical analyses, HR can predict the future of the workforce. This
enables managers to ensure the financial impact of Human Resource Practice. HR should
strengthen and systematize everything they’re doing with data analytics in order to operate
productively. When used properly, HR metrics can link work-force productivity to concrete
results, with the outcome that the HR function dramatically transforms from a cost centre to a
profit centre. It’s a matter of approaching HR differently through a data-driven lens.