Human Resources

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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5 Tactics for an Effective Employee Performance Evaluation
300 225 Kanhai Chhugani

Here comes the performance evaluation time, and the rumor mill is in full swing! What is the expected percentage increase this time, and who will get promoted to the next level? Such questions are the common topics of discussion during coffee breaks in most offices. The anticipation is obvious, as it’s the only time of the annual work cycle when employee achievements would be taken into consideration.

While at some places performance evaluation occurs half-yearly, annual evaluation is quite common in most of the sectors. Yearly performance appraisal programs make it even more tedious for HR professionals to track overall performance of every employee, and do justice to the dedicated workforce.

According to Paul Falcone, author of 2600 Phrases for Effective Performance Reviews, “Employee reviews are a process that should happen all year long”.  According to her, it’s unfair to review just once in a year when employees are putting several hours around the year to fulfill their responsibilities.

While the review cycle is still a debatable issue, HR professionals and managers can adopt some tricks to make the performance evaluation process in their respective companies more productive than painful.

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10 Things to Keep in Mind While Meeting Your HR
725 482 Kanhai Chhugani

Human Resource department of an office acts as a middleman between employer and manager. It doesn’t only hire a worker but also keeps a check and balance on who is who to avoid any conflict. An employer may not meet the company’s executives for a longer period of time, but he or she surely keeps in touch with representatives from HR. In fact after the performance of an employee, if anything determines durable relation of the employee with company then it is his impression on HR.  This is the reason why it is necessary to keep your talks calculated with HR.

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