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    Akshit Bhatt

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    Siddharth Choudhery
    Machine learning and artificial intelligence are increasingly being applied to human resources processes. This includes using big data, predictive analytics, chatbots and other technologies to help with tasks like recruiting, training, and monitoring employee performance. While these technologies offer benefits like increased efficiency and insights, they also raise issues regarding privacy and how much control algorithms have over decision making. It will be important for organizations to implement these technologies responsibly and ensure they are used to augment, not replace, human judgment.

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    Akshit Bhatt

    Uploaded by

    Siddharth Choudhery
    18 views3 pages
    Machine learning and artificial intelligence are increasingly being applied to human resources processes. This includes using big data, predictive analytics, chatbots and other technologies to help with tasks like recruiting, training, and monitoring employee performance. While these technologies offer benefits like increased efficiency and insights, they also raise issues regarding privacy and how much control algorithms have over decision making. It will be important for organizations to implement these technologies responsibly and ensure they are used to augment, not replace, human judgment.

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    Machine learning and artificial intelligence are increasingly being applied to human resources processes. This includes using big data, predictive analytics, chatbots and other technologies to help with tasks like recruiting, training, and monitoring employee performance. While these technologies offer benefits like increased efficiency and insights, they also raise issues regarding privacy and how much control algorithms have over decision making. It will be important for organizations to implement these technologies responsibly and ensure they are used to augment, not replace, human judgment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    18 views3 pages

    Akshit Bhatt

    Uploaded by

    Siddharth Choudhery
    Machine learning and artificial intelligence are increasingly being applied to human resources processes. This includes using big data, predictive analytics, chatbots and other technologies to help with tasks like recruiting, training, and monitoring employee performance. While these technologies offer benefits like increased efficiency and insights, they also raise issues regarding privacy and how much control algorithms have over decision making. It will be important for organizations to implement these technologies responsibly and ensure they are used to augment, not replace, human judgment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Q1.

    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.

    China’s social credit system is an ambitious initiative to build a database that


    monitors individual, corporate, and government behavior 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 behavior, which
    are translated into a variety of rewards and punishments. Since it was formally
    announced in 2014, the plan has received considerable attention in international
    media for its potentially dystopian capability to monitor and control individual
    behavior.

    While these concerns are valid, they do not represent the full scope of the
    system and its more benign aspects, particularly as it relates to business.
    Moreover, a number of myths and misconceptions have arisen about what the
    social credit system is, how it works, and what its implications will be. With
    this confusion in mind, we offer an introduction to China’s social credit system
    and how foreign businesses should prepare for its implementation. Although
    most reporting on the social credit system has focused on its relationship with
    individual citizens, it applies to two other groups as well. There is one social
    credit system for citizens, one for businesses and other organizations, and one
    for government officials.

    Broadly speaking, the main purpose of the social credit system is to monitor and
    assess each group’s trustworthiness, particularly as it relates to following laws
    and other rules.

    For citizens, this mostly relates to creditworthiness in a similar way to how


    credit scores work in Western countries. While the system has the potential to
    be abused, its main purpose is to address the problem of China being a low trust
    society with limited credit information on each citizen.

    Impact of A.I. on H.R. process.


    – Big data, equipment, forecasting research, chatbots... New concepts are
    required for exploring the new kinds of artificial intelligence related to hr before
    we start 'reporting.' When entering unknown terrain, the principles of artificial
    intelligence must be well-equipped. Before thinking about words, though, it
    seems like an important step to know what artificial intelligence is and its
    different forms.
    Therefore, the term is characterized as "the discipline that joins science, for
    example logic, computation or philosophy in order to create artificial entities
    capable of solving problems on their own."
    Human resources were slower than other areas – marketing, advertising and
    even health care – to come to the table with machine learning and artificial
    intelligence. Intelligence digital transforms our homes and working lives.
    You will be one of the 1.8 Million people at home who monitor the light with
    Amazon's Alexa, unlock their car and get the latest stock quotes for Amazon's
    businesses.
    For CEOs and management, the importance beyond numbers is the ability to
    understand the facts in the company, i.e. with its people. Leaders need
    information to guide people in the right direction; information — sales data,
    KPIs, etc. — changes over time, and machine learning will adapt faster than
    humans to obtain insights and lessons that it would take or could not be
    unveiled.
    Therefore it is important, as we know it in the near future and not, to recognize
    machine learning trends which have the potential to be applied to HR. Today,
    the former is an concern to us.

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