School of Management Studies & Research

Subject: Emerging Trends in HR

Submitted to:
Dr. Ansumalini P

Submitted by:

Sayed M Quadri

(01FM21MBA034)
 The Rise of algorithm HR
The rise of algorithm-driven HR can be traced back to Google. They were one of the first
major companies to consider how to apply algorithms to human resource management. The
company started by not calling it ‘HR’ in the first place. What most firms would call HR is
called “people operations” at Google. It’s managed by the firm’s People Analytics Team and
was spearheaded by Laszlo Bock in its early years.
Driven by organizations like Google, algorithms are now being utilized across
marketing and customer service in the form of conversation AI, and in many HR departments.
You can compare it to how an organization uses Google Analytics to improve website
performance, except that HR data focuses on employees and candidates. One of the beauties
of data-driven HR, or people analytics, is its flexibility. Algorithms can be adapted to
measure specific elements which can help organizations address their most pressing HR
concerns. These are the three areas of HR in which algorithms are having the biggest impact.
The Hiring Process:
Algorithms can collect and process a huge volume of data. They can analyze information
from CVs, publicly available information, and responses to assessments, which allows them
to build a comprehensive picture of any and every candidate.
These data allow for the identification of qualities that make for a successful
employee. Hiring teams can then look for those qualities within the skills and personality of
candidates and choose people who are best suited for the job. Not only does this make for a
better hire, but it also allows hiring teams to make decisions much faster than before.

Workforce Planning:
Algorithms also shape HR when it comes to predictive modeling and analytics. Predictive
modeling software uses algorithms to find patterns in large volumes of data, allowing people
to more accurately predict future trends.
In the field of HR specifically, the data concerned would be information about an
organization’s workforce. HR professionals and executives can use algorithms to identify
factors that make for successful employees, that influence employee retention, and more.

Employee Satisfaction:
Employee satisfaction and retention are key to business success. It’s how firms retain their
edge over competitors. It’s also another of the major areas where algorithms are changing the
face of HR.
The way they do this combines data-driven HR and behavioral psychology. Data for
the algorithms is drawn from a company’s work environment and internal surveys. They are
then processed to identify critical behavioral changes that will have the biggest positive
impact on the happiness of the workforce at large.
Conclusion:
We are now living in a digital age, where data-fuelled and machine-learning algorithms are ubiquitous
and increasingly permeating organizational life and changing the landscape of contemporary
management. Organizations are increasingly relying on algorithms to allocate, direct, evaluate,
monitor, and discipline workers in the workplace, leading to the rise of algorithm-enabled human
resource management. This raises questions about how organizations can realize the benefits of
algorithmic HRM while addressing the problems it generates and preventing harm to employees and
other stakeholders. Although the concept of algorithmi