Name: Prachi Agrawal

Course: CMBA2Y3
Student ID: 1929

Critically examine the impact of machine learning in HR processes keeping

into account the Chinese Social Credit Score System and how would this
impact the future workplace.
Meaning of Big Data
The term big data is given to the collection of voluminous, traditional, and digital data that
are sources for discovery and analysis. Big data is a popular term that defines datasets that are
too big to be stored and processed in a conventional relational database system .Current usage
of the term big data tends to refer to the use of Predictive analytics, user behaviour analytics,
or certain other advanced data analytics methods that extract value from data, and seldom to a
particular size of data set.In the case of HR departments, Big Data is very useful mainly in
two functions:

1. Search and hiring of effective personnel in accordance with company policies.

2. Improvement of the working conditions of the workforce through Sentiment analysis.

Meaning of Machine Learning

Machine learning is an artificial intelligence (AI) application which provides systems with
the ability to learn and improve automatically from experience without being explicitly
programmed. Machine learning focuses on computer programs being created that can access
data and use it to learn for them.The learning cycle begins with perceptions or information,
for example, models, direct understanding, or input, to scan for patterns in the information
and settle on educated choices later on dependent on the models we have. The essential target
is to permit PCs to consequently learn without human association or help, and to change
conduct as needs be. Machines need to experience a learning cycle to become familiar with
the standards that control a marvel, test new guidelines and gain from how well they do. This
is called Machine Leaning.

China Social Credit System

The Social Credit System is a national reputation system being developed by the Chinese

Government .The program initiated regional trials in 2009, before launching a national pilot
with eight credit scoring firms in 2014. In 2018, these efforts were centralized under the
People's Bank of China with participation from the eight firms. By 2020, it is intended to
standardize the assessment of citizens' and businesses' economic and social reputation, or
'Social Credit'.
China's social credit system is an ambitious initiative to build a database that records realtime
actions by individuals, companies and governments around the world.According to the
Chinese government, the plan will use big data to build a high confidence society where
individuals and organizations follow the law. It will do so by granting each person social
credit scores based on their acts, which are translated into a series of rewards and
punishments.

There are three basic requirements for the workability of China’s SCS, according to its own
statement:

1) A credit system covering the entire country and its supporting database
2) A trustworthiness incentive mechanism, and
3) An untrustworthiness disciplinary mechanism
How can this be used in HR?

The model of the Chinese Social Credit Score System can be incredibly used in HR too. As
Chinese SCS utilizes enormous information and AI to accumulate information and produce
designs for settling on choices and deciding the societal position of people and organizations,
same acknowledgment and preparing models can be utilized by the associations to assess the
conduct of representatives.

The Chinese Social Credit Score System model can also be used extensively in HR. Since
Chinese SCS uses big data and machine learning to collect data and create trends for decision
taking and assessing individual and company social status, companies may use the same
recognition and training models to assess employee behaviour.

• It is extremely beneficial to perform tasks such as acquiring talent and assessing the output
of an employee's data and a specific score that will enable the company to acquire the right
talent for the right job

• It will be easy to assess the distribution of wages and other remuneration to employees
according to the requirements.

 Work costs are the general expenses related with one partnership's workforce including
compensation, benefits, duties and protection. Enrollment specialists and HR officials
need to consider work costs for any part of their occupations. In the event that a
representative is classified by recently given information and execution, it is anything but
difficult to deal with his compensations, benefits and different payments which will be
reasonable for both the organization and the worker.
1. Employee skill Matching
2. Employee Healthcare
3. Employee development
4. Track Employee Management
5. Skill Verification
6. Job fit
7. Background checks
8. Talent Discovery
9. Employee Referral network
10. Employee Worthiness check
11. Recruiter Chat bots
12. Digital Interviews

HOW AI HELPS IN RECRUITING ?

AI For Resume Screening-

Resume screening is still a manual task. If we consider the complete hiring cycle, 70% of the
time is spent in resume screening by various stakeholders. Using natural language processing
(NLP), deep learning and machine learning for resume screening we can screen resumes
contextually just like a domain expert. It can then match and rank candidates to help you
shortlist the best talent. And all this is done in matter of few seconds.

AI for HR chat bots-

HR chat bots built using NLP, machine learning can strike a conversation with candidates. It
can be used for candidate sourcing as well as candidate prescreening. If you already have a
candidate database, a text based chat bot can initiate a message trail with passive candidates
to know if they are interested in job openings. Similarly interested candidates can be pre-
screened using basic or advanced screening questions.
AI For Video Interviewing-
There are tools that uses AI to assess candidates based on their behaviours during the
interview process. These tools claim to use different aspects such as body language, pitch
tone, eye movements, facial expression to find personality traits of the candidate.
AI For Candidate Sourcing-
Sourcing candidates using various integrations or web search is more of a Robotic Process
Automation (RPA). However, post sourcing candidates, AI can be used to find most suitable
candidates for the role.
AI For Writing Job Descriptions-
AI could help you remove biased languages in the job descriptions.  We many times do not
realize that language that we use in job descriptions could potentially make audience loose
interest in the job.
Conclusion
Utilization of a social credit rating system in HR would be particularly productive. It will
acquire a progressively serious soul and energy to perform better yet in addition
straightforwardness to the association. AI and information science together will make a
worker and an association all the more firmly bound with one another profiting both in the
more drawn out run. Machine learning has become a major component of human capital. Not
only does it help people do their work, it may also replace them if it is appropriate to give
more flexibility to HR workers focus on more important tasks. Machine learning will offer a
better future for the human resources world.