Читать книгу Impact of Artificial Intelligence on Organizational Transformation - Группа авторов - Страница 71

The process of the use of AI in HR flows from left the right. The NLP software comes with the Natural Language Generation (NLG) software has the skills to change the data from the automated collected data and draws an insight from it. It reduces the bottle neck of human bias, faulty selection, and mismatch of the employee profile and reaches to the decision based on the algorithms.

The exhibit shows that HR teams collect the data from the various resources. Sometimes, it collects the data from the social sites, companies’ record, candidates’ activities from the social sites, etc.

The AI helps to extract the insight from the data and analysis the data through pre-defined algorithm as stated above by combining and systematically analyzing statement of the people, attitude, and intents on social media.

Analysis of the data is done with the auto med work which is done with the help of NLP, deep learning, and machine learning.

For example, the movement of the muscles can be great describer of the employee’s behavior or attitude toward work, for example, interviewee frown while describing his previous boss or job experience, AI can judge the attitude and can relate. By recording the voice tone, the machine can Judge or interpret whether the respondents are enthusiastic or depressed while describing the past and her career goals. Likewise, the smart people analytics helps innovative approach to collect, manage, analyze, and protect the data in regard to human resource. The help of AI would help to gain the deeper insight in the sub conscious mind of the applicant, which would result in tracking the people with high IQ and EQ and would overrule the interview bias. Figure 3.6 is showing the entire process as model of AI in HR and how it helps in decision making.

Figure 3.6 Process model of AI in HR. https://www.aihr.com/blog/ai-in-hr-impact-adoption-automation.