General

Will automation eat into HR jobs?
700 420 Kanhai Chhugani

Imagine the whole HR team dismantled in your office.

With increasing automation, manual work has been significantly replaced by sophisticated software, and ERP systems. And, do you think the automated HR processes will run smooth without manpower? Will it completely and totally replace manual work?

There is no straight answer to these questions.

HR, unlike any other assembly line work, is anyways not a mechanical task. Even though there is a lot of processing work to be done in some areas, such as payroll and recruitment, and most of these functions are already automated in big corporates that does not make the functions and role of the HRD redundant.

Human resources are named so for a particular reason. They provide a platform to employees, where they can raise their concerns, air their frustrations, motivate them, engage them, re-skill them, roll put disciplinary action or guidelines and encourage them in creating an ideal workplace. Automated machines and algorithms cannot provide the emotional intelligence required to perform all or even a portion of these tasks independently.

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Seven Top Skills That Employers Look for in Applicants
892 380 Gemma Reeves

Whether the unemployment rate is high or low, job hunting is not always easy-breezy. On most times, it’s taxing and in some occasions, hopeless. Job openings may be aplenty but the competition among applicants is quite fierce.

Back in 2016, LinkedIn conducted a survey among 291 hiring managers within the United States, whom a little over half of them believe that soft skills among applicants the the most difficult to find. So what are soft skills? And which of these soft skills are mostly in demand?

According to Investopedia, Soft Skills are the character traits and interpersonal skills that characterize a person’s relationships with other people. In the workplace, soft skills are considered a complement to hard skills, which refer to a person’s knowledge and occupational skills. Sociologists may use the term soft skills to describe a person’s “EQ” or ” Emotional Intelligence Quotient,” as opposed to “IQ” or “Intelligence Quotient.” In basic terms, Soft Skills refer to who an individual is as a person rather than the measure of his knowledge (which are the Hard Skills).

Soft Skills are innate in a person, defining to his character, definite, and difficult to change. Hard Skills on the other hand are those that can be learned and acquired. For example, a teacher can show off in his or her resume his or her education background, the training and seminars he or she has attended – the best qualifications there are to prove that he or she is suited to the position. While these skills or traits may be important, if the teacher has poor Soft Skills, he or she may have a problem on interacting with his or her colleagues and students.

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Deep Learning — A Technique for Implementing Machine Learning
500 300 Kanhai Chhugani

Wouldn’t it be great if you could hire a coach for your every employee? Until now, it’s been too expensive to hire human coaches, and software hasn’t evolved enough or been flexible enough to give the kind of customized training and coaching that an individual employee needs.

However the good news is that the kind of machine-learning algorithms that make product, movie or restaurant recommendations will soon be available to customize training for individual employee. Imagine the level of efficiency it will kick into our workforce and make them more competitive in the talent market!

The key theme in most recent applications of artificial intelligence in HR is that it learns from experience. Once you give these programs a goal, they will experiment on their own and find the best ways to accomplish that goal. Indeed, compared to traditional software, such algorithms will also learn from user interactions. “So the more the areas of human resources where you can implement such software, the more you can build a learning organization that automatically improves year over year,” writes Rob May in The Future of AI in HR in recruiter.com.

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Machine Learning and Artificial Intelligence – What’s the Difference?
1024 778 Kanhai Chhugani

There was once a man who ran a restaurant.  He was making steady income. Business was booming and he knew all his customers by name. Then one, fine morning, a young customer walked into his eatery and said, “Hello! I’m a data scientist. How would you like me to analyze your customers and help you understand how to make your sales better?’

‘That sounds great!’ said the owner, who was actually not keen to give a try. So off went the data scientist, collecting a ton of data about who was visiting the restaurant and why, and then a couple of weeks later, he came back with the answer. ‘So I have an insight for you!’ he told the excited restaurant owner.  ‘I can tell you with statistical certainty that the primary reason people visit your restaurant is because they really love your food.’

“But I know that already. What about the people, who don’t love my place. How do I best understand why they want to try my masala tea?” said the mystified owner.

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AI in HR – It’s True
750 423 Kanhai Chhugani

In layman’s understanding, artificial intelligence (or, AI) is getting computers to behave much the way humans do.

Artificial Intelligence has come a long way from being a geek’s dream to real life applications that have the potential to transform the way we conduct our business, including the serious business of managing human resources.

AI applications have conspicuously entered various facets of our lives, both personal and professional to such an extent that we are often not even aware of using a form of AI, and that’s an interesting phenomenon in itself.

Recent developments in artificial intelligence hold the promise of replacing the antiquated hiring systems and streamlining recruitment processes to make them more efficient. Here are some benefits of integrating AI:

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