hr

A 6-post collection


Humans use emotions and intuition to extrapolate and create scenarios in order to make decisions that allow anticipating the future and, hopefully, lead the company to the best results possible and reduce Candidate Bias. When humans try to interact with each other Bias can tend to influence the result of the decision. During the recruiting process, HR professionals tend to stereotype and make uninformed choices based on gender, ethnicity and so on. “Unconscious racism, ageism, and sexism play a big role in whom we hire.” Artificial Intelligence can be defined to be blinded to these and other traits. To surpass...

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Artificial intelligence is partnering up with HR professionals to simplify processes and evolve to data-driven decision making as collateral for that unique gut feeling developed during years of experience. From the candidate selection to employee retention and early warning of team members on the way out. Starting with Talent Acquisition, AI can handle stressful and monotonous work that usually demands a lot from HR professionals. Artificial intelligence can read more data points than a human can and detect trends and patterns that can quickly reduce the list by 75%. The Artificial intelligence can help the professional to make better decisions...

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A simple definition for machine learning could be that it “is an application of artificial intelligence (AI) that provides systems the ability to automatically learn and improve from experience (without explicitly being programmed to do so). Machine learning focuses on developing computer programs that can access data, analyze it and use it to learn.” It’s innovation and business potential is not restricted to company’s like Google and Facebook, to help us find better search results or to suggest, a person to add to our Facebook list of fans, or a video that might be of interest to us....

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"Most corporate performance management systems don’t work today, because they are rooted in models for specializing and continually optimizing discrete work tasks. These models date back more than a century, to Frederick W. Taylor." Frederick W. Taylor, defended that: 1) all workers were motivated by Money; 2) optimizing and simplifying jobs, productivity would increase; 3) by calculating the time needed for the various elements of a task, he could develop the "best" way to complete that task. Basically, Taylor separates manual from mental work. "Scientific management in its pure form focuses too much on the mechanics, and fails to...

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People Analytics a sophisticated analyses of big data together with Real-Time monitoring systems is like an omnipresent science that can be a predictive tool to predict and prevent staff behavior, helping to recognize when is time to take a break and avoiding Mental Fatigue, burnout, and other overwork associated problems. “Predictive analytics transcends human perception (...)” (Siegel) The reality in Human Resources management is being rethought. Why? Because Companies want to be able to “Describe ('What happened?'), Diagnostic ('Why did it happen?'), Predict ('What will happen?') or Prescript ('What should happen?')”. Something like an “intelligent platform”, that...

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