Cardiff Metropolitan University

Universal Business School

Name: Anik Guin

Course: CMBA2Y3

Student ID: 1912

Subject: NEW TECHNOLOGY IN BUSINESS

Module Leader: Dr.Raja Roy Chaudhary.

A STUDY ON “IMPACT OF MACHINE LEARNING HR AND HOW AI
IMPACT CHINA CREDIT SCORE”

The Impact of Machine Learning in HR

Introduction:
Like other area of modern industry, technology is transforming the way we work and operate.
This extends to all divisions within the organization and no exception is Human Resources. Only
because it has the human word in the name doesn't mean it can't be an incredible aid. Through cloud
infrastructure and automation, big data, VR and virtual reality, block chain technology, "Internet of
Things" (IoT) and a number of new and evolving innovations are now making their way into other
organizations' more enlightened human resources departments. Machine learning is one technology
which is currently taking huge strides in streamlining and enhancing HR work.
The technology itself is not fresh but human resource technologies have only recently started to
gain momentum and now have a substantial impact. Improvements in the processing of natural language
(picture Alexa or Siri on steroids) have already allowed bots or smart chatbots to manage a variety of
HR functions. When more companies shift away from conventional email to use social chat systems, the
ability for digital assistants to take over such roles when scheduling, project creation to general
communication has evolved exponentially. Just as mechanical or robotic vacuum cleaners or floor
scrubbers can open up jobs in a cleaning system to do more abstract tasks, machine learning can do a
vast portion of the more routine, tedious and time-consuming HR functions.
It would encourage the HR team to devote more energy and money to more critical human
experiences and focus on more strategic initiatives. We will be released from the hours that they have
historically spent on the boring, routine yet necessary HR duties that are expected every day.
Machine learning can already efficiently handle the following:

 Scheduling of HR functions such as interviews, performance appraisals, group meetings and a

host of other regular HR tasks.
 Analytics and reporting on relevant HR data
 Streamlining workflows
 Improve recruitment procedures
 Reducing staff-turnover
 Personalize training
 Measure and manage engagement
 Enhance rewards and recognition programs
As machine learning gains a deeper understanding of the company and has absorbed all relevant
information, machine learning will be able to:

 Identify knowledge gaps or weakness in training

 Fine-tune and personalize training to make it more relevant and accessible to the employee
 Become a resource for information and questions related to company policies, benefits, company
procedures and basic conflict resolution
 Aid in performance reviews
 Track, guide and enhance employee growth and development
Real World machine learning solutions of HR Here are a few real machine learning solutions for
HR.
Most businesses are now using them successfully but are also growing and improving.
Workflow integration It was one of the first machine-learning systems of HR. In general organizing is
a frustrating and time-consuming process. If it is optimizing onboarding, arranging assessments and
follow-ups, performance evaluations, preparation, reviewing and managing the most basic and routine
HR questions, machine learning will strip away much of this boring task from HR staff. This will
streamline the process and have more flexibility for the HR team to concentrate on the “bigger issues” at
hand.
Recruiting Top Talent Several businesses are now using a number of machine learning tools to
boost their chances of recruiting successful recruitments. Organizations like Glassdoor and LinkedIn
have used artificial learning successfully to refine searches and scan for appropriate candidates based on
sophisticated intelligent algorithms. Another use of machine learning used to identify and recruit top
talent is a program developed by PhenomPeople. This blends keywords and machine learning for
searching for jobs on a variety of job websites and social media pages.
FedEx and Johnstone and Johnstone are also actively leveraging Cloud Jobs (Machine Learning
Products) created by Google to boost contact for others who want to work with them. This analyzes the
attributes of prospective candidates in order to give them roles that match their abilities, expertise and
personalities well. The same method also makes it more likely that qualified applicants will see the
vacancies.
Measure and understand employee engagement
Finally, workplace participation is another common buzzword at the moment and understandably
so. Numerous surveys have been carried out and while the precise number varies, most suggest that
fewer than 70 percent of existing workers are involved in their jobs on average. That is a disturbing
number. Computer intelligence is capable of analyzing the data to quantify and comprehend that much
better than a human person can. Such experiences will prove useful in improving profitability and
reducing employee turnover.
Businesses such as Workometry and Glint have now developed technologies and are in use by a
range of top companies. Such information programs assess, evaluate and comment on employee
motivation and their work-related emotions in general. Data were obtained from a number of sources,
many of which in the past were not possible to obtain any useful knowledge.

What is China’s social credit system?

While much social credit coverage has concentrated on its association with individual people, it
also refers to two other categories. There is one scheme of social credit for individuals, one for
corporations and other organizations, and one for members of government. Broadly speaking, the main
aim of the social credit program is to track and determine the trustworthiness of each party, particularly
when it relates to enforcing laws and other regulations.
It mainly applies to creditworthiness for people in a similar manner as how the credit ratings
work in Western nations. Although the program has the ability to be exploited, its key aim is to address
China's dilemma of being a low confidence society with minimal personal knowledge for each person.
For example, due to the lack of financial records for certain people, it is impossible for
institutions like banks to determine who can be expected to repay a loan they may give. Nevertheless,
the program goes beyond financial trustworthiness, it keeps track of the ethical infringements of
offenders as well as potentially certain forms of conduct in the future.

For businesses, the program focuses on ensuring that they comply with laws and regulations and collect
taxes in an acceptable and timely way, while quality of goods and service may also be assessed. The
aim, the government says, is to build a market climate that is equitable, open and predictable. The social
credit scheme for government employees, who are measured on parameters such as the degree to which
they follow central government orders, is somewhat different. Chinese politics have long defined
differences between central directives and local execution, and the center has made restore top-down
authority a higher priority in recent years.  More generally, the government social credit system seeks to
ensure that officials are politically loyal, well performing, and corruption-free.

How China’s corporate social credit system works

The corporate social credit program captures, aggregates, and analyzes market data to create a
ranking that defines incentives and penalties. Businesses and other organisations gather data on their
own activities and send it to relevant local and regional agencies, according to a study from the
European Chamber of Commerce, and then consolidate the data in the Regional Credit Information
Exchange Network, which is a consolidated database.
Public agencies also send reports explicitly on businesses through regular government
inspections. These data are then inserted into the National Internet+ Tracking Program, which analyzes
the data for ranking measurement. Businesses are judged for the most part on common regulatory and
compliance requirements that they are currently technically bound to follow. This involves paying taxes
on time, keeping the necessary permits, meeting product quality levels and fulfilling the criteria for
environmental conservation. Furthermore, companies are subject to a variety of industry-specific criteria
based on their market existence.
Nevertheless, the social credit scheme poses certain fresh and tougher criteria. The need to take
responsibility for the corporate partners is one of the most potentially troublesome. But if a corporation
fulfills all its regulatory criteria, it will also be penalized if one of its vendors is on a blacklist for
example. Businesses with low ratings face a series of fines. Of starters, they could be more regularly
checked or audited by authorities, disqualified from public contracting programs, unable to take
advantage of benefits, and publicly called and shamed.
China's social credit program is an innovative project to develop a network that tracks the actions
of individuals, companies and governments around the world in real time. The program would use big
data to create a high trust community, where people and organisations obey the rules, according to the
Chinese government. This would do that by awarding social credit ratings depending on their actions to
each person, which are converted into a series of incentives and punishments. The program has gained
substantial coverage in international media since it was officially unveiled in 2014 for its inherently
dystopian capabilities to track and regulate human actions. Though these concerns are valid, they do not
represent the system's full scope and its more benign aspects, especially as it relates to business. In fact,
a variety of misconceptions and misunderstandings emerged about what the social credit scheme is, how
it functions and what the consequences would be. With this uncertainty in mind, we are giving an
introduction to China's social credit program and how foreign businesses should be planning to
introduce it.
Prepare for full implementation
The social credit system is in some ways the consequence of China’s efforts to streamline its
business environment and cut bureaucratic red tape. Chinese authorities are hoping that streamlining the
business environment can boost its economy, but at the same time do not want to lose oversight over
businesses and other entities. In this sense, the corporate social credit system is a mechanism by which
authorities can create a self-regulating market with a streamlined administration but also detailed and
strict oversight. The social credit system, while stringent, may benefit foreign companies in some ways.
It could potentially level the playing field with domestic competitors, who are not always regulated as
closely as their foreign counterparts. The system will make regulatory enforcement more consistent and
standardized across regions.