Project Report Submitted to:

UNIVERSAL BUSINESS SCHOOL, Karjat

NTIB ASSIGNMENT

Name: A KISHAN KUMAR PATRO

Course: CMBA2Y3

Roll No: 1901

Subject: NEW TECHNOLOGY IN BUSINESS

Module Leader: DR RAJA ROY CHOUDHARY

NTIB ASSIGNMENT:
Q) 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.

Artificial Intelligence:
The theory and development of computer systems able to perform tasks normally requiring
human intelligence, such as visual perception, speech recognition, decision-making, and
translation between languages. However, nowadays the application of AI becoming wide in
many fields.

Machine learning:
Machine learning can be said to be a subfield of AI. It can be defined as systems that
improves their performance in a given task with more and more experience or data.

Deep Learning:
Deep learning is a subfield of machine learning, which itself is a subfield of AI. Deep
learning is a collection of algorithms used in machine learning, used to model high-level
abstractions in data through the use of model architectures, which are composed of multiple
nonlinear transformations.

Data science:
It is a recent umbrella term (term that covers several subdisciplines) that includes machine
learning and statistics, certain aspects of computer science including algorithms, data storage,
and web application development

Robotics:
Robotics means building and programming robots so that they can operate in complex, real-
world scenarios. In a way, robotics is the ultimate challenge of AI since it requires a
combination of virtually all areas of AI.

Impact of Machine learning in HR process:

The fundamental employer gets ten thousand of resumes every year. the permit says they make a
thousand hires each yr. allows say that 500 of those paintings and 500 do no longer. allows say
that this huge organization maintains all the records surrounding those 10,000 programs and
1,000 hires. They preserve the music of who saw the job advert wherein. They maintain music of
all the applicants’ resumes and they arrive up with a way to categorize all the facts contained in
those resumes. They even consist of applicants’ social media activities in the records they attain
and hold. They maintain music of their standardized, established interview system. They keep
the music of the language used inside the correspondence. They maintain sincerely each piece of
data that pertains to the candidates.

They feed all this information into a software program that uses system mastering, and they feed
it continuously from the primary day. quickly sufficient, sure patterns emerge.

The software program discovers that a positive job ad internet site yields more successful hires.
A positive interviewer is higher at identifying the proper talent than different interviewers. those
who use a positive form of social media come to be higher personnel. The opportunities are
endless, in particular when you factor in combos of man or woman elements and patterns.

Software that utilizes gadget mastering is the simplest kind of entity that could hope to analyse
all these facts and discover the patterns. A human HR expert ought to never do something like
this. A traditional, coded piece of the HR software program may want to never do this.

It ought to be pointed out, however, that a number of the patterns and inclinations will end up
fake positives and that a human will want to have the final selection when all is stated and
performed.

Real world application of Machine learning in HR

Automation of workflows: It is one of the first application of machine learning in HR.
Scheduling is the painful and time-consuming task in HR process, whether in enhancing
onboarding, scheduling interviews and follow-ups, performance reviews, training and
handling the most common HR queries. ML can take most of this tedious work away from
the HR staff.

Attracting top talent: A range of machine learning applications are already being used in
many companies to screen the resumes and attract the suitable recruits. Companies like
Glassdoor and LinkedIn have effectively used machine learning to narrow searches and seek
out suitable candidates based on advanced intelligent algorithm.

Application tracking and assessment: Machine learning applications are able to track new
applications as they come through the system to streamline the process and save time and
money. This process also helps to reduce bias and eliminate human error.

Simplifies payroll: HR bots can also take care of payroll and expenses efficiently. You do
not need to spend time filling out forms for documenting transportation expenses. Just notify
the bot and it will get your bills approved by your manager.

Personalization: Given the changing nature of the large amount of “new generations”
entering the workforce, personalization has become an import part of attracting, hiring and
retaining top talent. Machine learning is better able to understand the unique needs of
different individuals and create personalized training, rewards and recognition as well as
incentive programs for each individual.
Forward planning and efficiency improvements: Machine learning can better understand
the data to provide usable insights that will help HR with predicting turnover trends,
communication issues, project progress, employee engagement and a host of other crucial
developments and issues. This will enable them to gain an early awareness of any problems
and take remedial action before these issues become major problems.

Attrition Detection and understanding: Finding and hiring top talent is an essential
function of HR. Retaining that talent depends on more than just the HR department but it is
important for them to predict, understand and manage attrition rates. Machine learning will
be able to provide valuable insights into these factors allowing HR and management to deal
with this more effectively and quickly.

Measure and understand employee engagement: Again, another popular buzzword at the
moment is employee engagement and rightfully so. Numerous studies have been conducted
and although the exact figure varies, most show that on average, fewer than 70% of current
employees are engaged in their work. This is an alarming statistic. Machine learning is able
to process the data in order to measure and understand this far better than a team of humans
would. These insights can prove invaluable in increasing productivity and reducing staff
turnover rates.

This form of advanced evaluation and pattern recognition can significantly

increase the achievement prices of hiring choices –
Employee Attrition -

Employee attrition and the following worker turnover is a topic this is being hotly debated those
ultimate couple of years, as proper expenses of excessive turnover have ended up widely
regarded and as groups are looking to do the entirety in their electricity to stop this bleeding of
expertise. To determine out for a trifling individual. gadget gaining knowledge of technology has
been examined here and the chances are it's going to get higher with time.

The mythical Engagement -

The world of HR has been in an uproar about worker engagement for pretty a while, with HR
experts claiming that these are the final Days of Engaged employees and that there may be not
anything groups can do to save you their employees from leaving, or at least, mailing it in.

Chatbots to answer frequently requested worker Questions -

What if a Chatbot offers real-time solutions to a number of HR questions, including, “Are we off
on Ambedkar Jayanti?” or “What are my clinical benefits?” Chatbots are capable of answering
any question and solution set that can be saved in a database. They also can be designed to
proactively sell benefits to employees they will not yet recognize approximately. “hi there
Nabeel, have you ever tried our Meditation class that we're providing in your building these days
at 3:00 pm? Click on here to automatically e-book yourself. You’ve been working tough and you
deserve it!”.
The future of machine learning in HR

The examples we have discussed above are all already in use in some shape or form. Clearly,
there is still much development to be done and this is happening at an amazing rate. The
human element of HR will never disappear, but machine learning can guide and assist to
ensure the functions of these departments are streamlined and faster while strategic and day
to day decisions will be more accurate. These are exciting times in the HR industry, and it is
important that those involved are aware of the solutions already working as well as new
trends that continue to develop. Improving recruitment, training, development and retention
will have a profoundly positive effect on a company’s bottom line. Those companies that are
slow to adapt and adopt the new opportunities provided by machine learning will soon find
themselves at a competitive disadvantage while those using them successfully will flourish.

Chinese social credit score system

China’s social credit system is an ambitious initiative to build a database that monitors
individual, corporate, and government behaviour across the country in real time. According
to the Chinese government, the system will use big data to build a high-trust society where
individuals and organizations follow the law. It will do so by assigning social credit scores to
each entity based on their behaviour, which are translated into a variety of rewards and
punishments. It was introduced in 2014 and it is meant to be nationwide by 2020. Individuals
and businesses should be tracked and rated by this program. Once this program is completed,
every Chinese resident will have a searchable file of combined data that will be presenting
his\her social credit score.

How it impacts future workplace?

In China, government agencies and private companies are collecting enormous amounts of
data about an individual’s finances, social media activities, credit history, health records,
online purchases, tax payments, legal matters, and people you associate with in, addition to
images gathered from China’s 200 million surveillance cameras and facial recognition
software. Data that indicates non-compliance with legally prescribed social and economic
obligations and contractual commitments are flagged up and aggregated on a government-
wide level to determine the trustworthiness of companies and individuals. Such a
trustworthiness score can fluctuate based on actions - going up for good deeds such as
donating to charity and can go down for negative actions such as getting a speeding ticket.

Benefits and Punishments of social credit system

Citizens who will manage to earn a high rating will be appreciated and rewarded. This will
include:

 People will be able to rent a car or book hotels without upfront payments or deposits.
  They will be able to go on vacation to foreign countries without any restrictions.
 Faster security inspection at rail stations and airports will be also exclusively
available.
 People with higher score will be rewarded with lower interest rates.
 Even dating sites and apps are going to provide you with more matches.

However, people with lower social credit score will be get penalties and sanctions:

 People might be barred from premium rooms in hotels.

 Restrictions may be imposed on people from sending kids to better schools.
 People might be forbidden to travel abroad.

Conclusion:
Application of a social credit rating system in HR would be very much abundant. It shall
bring in a more competitive spirit and a zeal to perform better but also transparency to the
organisation. Machine learning and data science together shall make an employee and an
organisation more closely bound with each other benefitting both in the longer run.