The document discusses the role of artificial intelligence (AI) in human resources (HR) processes such as recruitment, retention, and training. It outlines how AI can automate repetitive tasks, enhance employees, and improve responsiveness through tools like chatbots, predictive analytics, and bias-reduction. However, the document also notes cultural challenges for HR in building relevant data and removing bias from AI systems, as well as ensuring candidate and employee expectations are properly managed.
Hyper automation is the combination of two or more technologies such as robotic process automation, predictive analytics, and artificial intelligence. Hyper automation is used for simplifying the workflow and increase the efficiency of the manufacturing process with minimum human intervention. In hyper automation, the human interference is minimum so probability of human errors and operational cost also decreases. The existing enterprise solutions such as enterprise resource planning software, customer relationship management software forms the base for the hyper automation by extracting the relevant data.
Artificial intelligence can help human resources functions like talent acquisition, onboarding, training, performance evaluation, and retention. It allows recruiters to quickly screen large numbers of applicants and identify the best candidates. AI personalized onboarding and training programs to improve new employee retention. Performance evaluation and feedback is made more objective and continuous through AI analysis of work progress. AI also helps predict employee needs and identify risks of dissatisfaction to support retention efforts. The global AI market is growing rapidly and enabling more efficient HR management and monitoring of employees.
The impact of artificial intelligence on hr industryMM Enterprises
Artificial intelligence process requires tons of knowledge to figure effectively that it needs proper resource and management. Companies would wish extra personnel to work and maintain the advanced software. Additionally, with the rising preference of SaaS solutions, the low data sets for AI also will pose difficulty within the worldwide adaptation of the technology.
The ideal strategy to use AI in HR management would be to use AI software to research the info collected and leave the decision-making to the human staff. Before implementing AI within HR operations, examine the areas where AI might be useful. If the first reason is to enhance the general employee experience, it could increase productivity and reduce operational costs.
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
THE USE OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES DEVELOPMENTEEIJ journal
Artificial intelligence has been an eye-popping word that is impacting every industry in the world. With the
rise of such advanced technology, there will be always a question regarding its impact on our social life,
environment and economy thus impacting all efforts exerted towards continuous development. From the
definition, the welfare of human beings is the core of continuous development. Continuous development is
useful only when ordinary people’s lives are improved whether in health, education, employment,
environment, equality or justice. Securing decent jobs is a key enabler to promote the components of
continuous development, economic growth, social welfare and environmental sustainability. The human
resources are the precious resource for all nations. The high unemployment and underemployment rates
especially in youth is a great threat affecting the continuous economic development of many countries and
is influenced by investment in education, and quality of living.
Machine Learning: Most Successful Branch of AI in HREdGE NetWorks
Machine learning and AI are transforming HR by automating repetitive tasks and enabling data-driven insights. Algorithms can now handle recruitment tasks more efficiently, engage candidates throughout the onboarding process, and reduce bias by identifying skills and making more objective assessments and career recommendations. Machine learning also helps analyze workplace patterns over time to gauge employee productivity, workload, and morale to help optimize the workforce.
The document discusses the role of artificial intelligence (AI) in human resources (HR) processes such as recruitment, retention, and training. It outlines how AI can automate repetitive tasks, enhance employees, and improve responsiveness through tools like chatbots, predictive analytics, and bias-reduction. However, the document also notes cultural challenges for HR in building relevant data and removing bias from AI systems, as well as ensuring candidate and employee expectations are properly managed.
Hyper automation is the combination of two or more technologies such as robotic process automation, predictive analytics, and artificial intelligence. Hyper automation is used for simplifying the workflow and increase the efficiency of the manufacturing process with minimum human intervention. In hyper automation, the human interference is minimum so probability of human errors and operational cost also decreases. The existing enterprise solutions such as enterprise resource planning software, customer relationship management software forms the base for the hyper automation by extracting the relevant data.
Artificial intelligence can help human resources functions like talent acquisition, onboarding, training, performance evaluation, and retention. It allows recruiters to quickly screen large numbers of applicants and identify the best candidates. AI personalized onboarding and training programs to improve new employee retention. Performance evaluation and feedback is made more objective and continuous through AI analysis of work progress. AI also helps predict employee needs and identify risks of dissatisfaction to support retention efforts. The global AI market is growing rapidly and enabling more efficient HR management and monitoring of employees.
The impact of artificial intelligence on hr industryMM Enterprises
Artificial intelligence process requires tons of knowledge to figure effectively that it needs proper resource and management. Companies would wish extra personnel to work and maintain the advanced software. Additionally, with the rising preference of SaaS solutions, the low data sets for AI also will pose difficulty within the worldwide adaptation of the technology.
The ideal strategy to use AI in HR management would be to use AI software to research the info collected and leave the decision-making to the human staff. Before implementing AI within HR operations, examine the areas where AI might be useful. If the first reason is to enhance the general employee experience, it could increase productivity and reduce operational costs.
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
THE USE OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES DEVELOPMENTEEIJ journal
Artificial intelligence has been an eye-popping word that is impacting every industry in the world. With the
rise of such advanced technology, there will be always a question regarding its impact on our social life,
environment and economy thus impacting all efforts exerted towards continuous development. From the
definition, the welfare of human beings is the core of continuous development. Continuous development is
useful only when ordinary people’s lives are improved whether in health, education, employment,
environment, equality or justice. Securing decent jobs is a key enabler to promote the components of
continuous development, economic growth, social welfare and environmental sustainability. The human
resources are the precious resource for all nations. The high unemployment and underemployment rates
especially in youth is a great threat affecting the continuous economic development of many countries and
is influenced by investment in education, and quality of living.
Machine Learning: Most Successful Branch of AI in HREdGE NetWorks
Machine learning and AI are transforming HR by automating repetitive tasks and enabling data-driven insights. Algorithms can now handle recruitment tasks more efficiently, engage candidates throughout the onboarding process, and reduce bias by identifying skills and making more objective assessments and career recommendations. Machine learning also helps analyze workplace patterns over time to gauge employee productivity, workload, and morale to help optimize the workforce.
Rapid advancements in digital, demographic and social shifts, increased competitive pressure and customer expectations are changing the way we work. To thrive, in this age requires a culture of care, engagement, adaptability, and innovation.
Topics covered in this presentation include:
What are the mega trends driving change at work?
What is leadership in this age?
How do we design organisations and teams for high-performance?
What are the skills and jobs of the future?
Artificial intelligence can empower human resources practitioners to be more strategic. AI provides examples of how it can help with cross-team collaboration, insights for talent development programs, and attrition prediction. It also discusses how AI can help optimize office space, identify common traits of top performers, and provide people manager coaching. The document emphasizes that AI allows HR practitioners to reallocate their time and focus more on culture, people, and processes. It concludes that the power of AI lies not in what it can do, but in what humans can achieve with its assistance.
Welcome to the automation age. The next great revolution. Rapid advances in technology, new disruptive companies, and globalisation have significantly increased customer expectations and competitive pressures. Automation offers the opportunity for companies to improve customer experience, employee productivity and operational effectiveness. While automation is not new, advances in artificial intelligence, robotics and other technologies are enabling a future where machines not only perform a range of human work activities but profoundly change the future of work.
The most successful and innovative companies will understand the critical role of automation for digitising core processes and delivering new customer experiences. These companies will harness automation to improve quality and agility, lower costs and focus the workforce on high value activities that delight the customer. Companies that are able to achieve this will improve customer loyalty and employee engagement, and open up new revenue opportunities while driving operational efficiencies. This will lead to improved brand, market position, and profit.
Topics covered in this presentation include:
What are the trends driving the automation age at work?
What are the current and future automation capabilities?
How is automation being used at work today and tomorrow?
What are the skills and jobs of the future?
How to get started and succeed in your automation journey?
Support for the presentation • “Does AI Improve Managerial Decision-Making?”at the International Conference Airport Operational Excellence, Jan. 28-30 2019
Artificial Intelligence is a tool that supports and augments the capabilities of its human counterparts. Talent Acquisition teams are embracing the growing presence of AI and how it can create value for their business. So how exactly can AI be leveraged in Talent Acquisition?
On October 11, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation and conducted a workshop at the HR Inside Summit in Austria. These are the slides he used.
AI continues to expand into different areas like healthcare, agriculture, scientific research and auditing.
AI is still only touching the surface when it comes to its application, especially if AI can work with time-series data.
The document discusses how artificial intelligence is being adopted in the accounting field. It provides an overview of AI and accounting, explaining how tasks like bank reconciliations can now be automated. While machines will be valuable colleagues, humans still provide important emotional intelligence. The document outlines various areas where RPA and AI are being used in accounting for tasks like invoice processing and compliance. It also discusses how accountants can prepare for AI and the future widespread availability of these technologies for smaller firms. Case studies show how AI has automated accounting tasks with varying levels of success.
Why is artificial intelligence in business analytics so critical for business...Countants
Be it in the form of deep learning technologies, autonomous vehicles, or smart robots, artificial intelligence (or AI) is making its presence felt everywhere in the connected world. With AI-enabled technologies having a prominent place in the Gartner Hype Cycle for Emerging Technologies, this technology is enhancing the capabilities of business analytics and business intelligence.
This document summarizes a presentation on auditing in the age of artificial intelligence. It discusses how AI can help address the global problem of fraud by enabling continuous monitoring of large datasets. It also explores how major accounting firms like EY and Deloitte are using AI to improve audit quality, predict risks, process tax returns and conduct other tasks. The UAE's national AI strategy aims to boost the economy and government performance through AI. Challenges to organizational AI adoption include lack of expertise, high costs and convincing stakeholders of its value.
Artificial intelligence and analytics can boost job creation in India by improving productivity when employees are trained to deploy robots creatively. While AI enhances machine capabilities, humans are still needed to train machines to behave like humans. As more areas become automated, more technical jobs will be needed to maintain, replace, update and fix systems and hardware. Companies are retraining employees in next-gen technologies like self-driving cars and analytics to upskill workers. Sectors like retail, pharma, agriculture, manufacturing and telecom will see major benefits from AI adoption through new highly skilled jobs, though some middle-level jobs will be reduced.
The document discusses hyper-automation and robotic process automation (RPA). It defines hyper-automation as using advanced technologies like artificial intelligence and machine learning to increasingly automate processes and augment human capabilities. The benefits of hyper-automation include automated processes, increased productivity and analytics. RPA uses software robots to emulate human actions like logging into systems, moving files and extracting data to automate repetitive tasks. This improves accuracy, compliance, provides fast cost savings and scalability while increasing employee productivity and satisfaction by removing non-value added work.
In an increasingly data-centric world, a company which fails to leverage the power of AI-powered business intelligence tools often lag behind. Learn from these slides how these tools are affecting businesses today and why should you choose them.
On July 7, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to managers of Intertrust. These are the slides he used.
Benefits of ai enabled project managementOrangescrum
Adoption of Artificial Intelligence in project and task management tools is helping in developing chat bots and adding AI enabled functionalities to get engage with users.
Artificial Intelligence is rapidly coming of age, as business leaders increasingly grasp the immense potential of "smart" machines and other innovations as catalysts for greater efficiency and competitiveness. Discover more at www.accenture.com/AItechnology
Learnbay provides industry accredited data science courses in Bangalore. We understand the conjugation of technology in the field of Data science hence we offer significant courses like Machine learning, Tensor flow, IBM watson, Google Cloud platform, Tableau, Hadoop, time series, R and Python. With authentic real time industry projects. Students will be efficient by being certified by IBM. Around hundreds of students are placed in promising companies for data science role. Choosing Learnbay you will reach the most aspiring job of present and future.
Learnbay data science course covers Data Science with Python,Artificial Intelligence with Python, Deep Learning using Tensor-Flow. These topics are covered and co-developed with IBM.
The document discusses how cognitive computing is transforming HR and the employee experience. It provides examples of how cognitive systems can understand language, learn from data, and reason to enhance HR functions like recruiting, onboarding, learning, and employee support. Applications of cognitive computing discussed include a matching tool that recommends job candidates, a cognitive assistant that provides on-demand HR information to employees, and solutions that deliver personalized learning and improve customer service interactions. The document advocates that HR leaders understand their data opportunities and build trust as they strategically enhance HR with cognitive technologies.
This document discusses HR Ground-to-Cloud Transformation and introduces the Fuse Platform-as-a-Service. It summarizes that organizations are facing increased complexity in managing scattered HR data across multiple systems as they transition to cloud platforms. The Fuse Platform provides tools to help with data migration, reporting, compliance and analytics across hybrid HR landscapes. It features a scalable data warehouse, ETL capabilities, and reporting tools to help organizations navigate HR transformations and put control of their data back in their hands.
AI & Machine Learning - How Will They Impact HR Now & In The FutureCMP
HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
Rapid advancements in digital, demographic and social shifts, increased competitive pressure and customer expectations are changing the way we work. To thrive, in this age requires a culture of care, engagement, adaptability, and innovation.
Topics covered in this presentation include:
What are the mega trends driving change at work?
What is leadership in this age?
How do we design organisations and teams for high-performance?
What are the skills and jobs of the future?
Artificial intelligence can empower human resources practitioners to be more strategic. AI provides examples of how it can help with cross-team collaboration, insights for talent development programs, and attrition prediction. It also discusses how AI can help optimize office space, identify common traits of top performers, and provide people manager coaching. The document emphasizes that AI allows HR practitioners to reallocate their time and focus more on culture, people, and processes. It concludes that the power of AI lies not in what it can do, but in what humans can achieve with its assistance.
Welcome to the automation age. The next great revolution. Rapid advances in technology, new disruptive companies, and globalisation have significantly increased customer expectations and competitive pressures. Automation offers the opportunity for companies to improve customer experience, employee productivity and operational effectiveness. While automation is not new, advances in artificial intelligence, robotics and other technologies are enabling a future where machines not only perform a range of human work activities but profoundly change the future of work.
The most successful and innovative companies will understand the critical role of automation for digitising core processes and delivering new customer experiences. These companies will harness automation to improve quality and agility, lower costs and focus the workforce on high value activities that delight the customer. Companies that are able to achieve this will improve customer loyalty and employee engagement, and open up new revenue opportunities while driving operational efficiencies. This will lead to improved brand, market position, and profit.
Topics covered in this presentation include:
What are the trends driving the automation age at work?
What are the current and future automation capabilities?
How is automation being used at work today and tomorrow?
What are the skills and jobs of the future?
How to get started and succeed in your automation journey?
Support for the presentation • “Does AI Improve Managerial Decision-Making?”at the International Conference Airport Operational Excellence, Jan. 28-30 2019
Artificial Intelligence is a tool that supports and augments the capabilities of its human counterparts. Talent Acquisition teams are embracing the growing presence of AI and how it can create value for their business. So how exactly can AI be leveraged in Talent Acquisition?
On October 11, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation and conducted a workshop at the HR Inside Summit in Austria. These are the slides he used.
AI continues to expand into different areas like healthcare, agriculture, scientific research and auditing.
AI is still only touching the surface when it comes to its application, especially if AI can work with time-series data.
The document discusses how artificial intelligence is being adopted in the accounting field. It provides an overview of AI and accounting, explaining how tasks like bank reconciliations can now be automated. While machines will be valuable colleagues, humans still provide important emotional intelligence. The document outlines various areas where RPA and AI are being used in accounting for tasks like invoice processing and compliance. It also discusses how accountants can prepare for AI and the future widespread availability of these technologies for smaller firms. Case studies show how AI has automated accounting tasks with varying levels of success.
Why is artificial intelligence in business analytics so critical for business...Countants
Be it in the form of deep learning technologies, autonomous vehicles, or smart robots, artificial intelligence (or AI) is making its presence felt everywhere in the connected world. With AI-enabled technologies having a prominent place in the Gartner Hype Cycle for Emerging Technologies, this technology is enhancing the capabilities of business analytics and business intelligence.
This document summarizes a presentation on auditing in the age of artificial intelligence. It discusses how AI can help address the global problem of fraud by enabling continuous monitoring of large datasets. It also explores how major accounting firms like EY and Deloitte are using AI to improve audit quality, predict risks, process tax returns and conduct other tasks. The UAE's national AI strategy aims to boost the economy and government performance through AI. Challenges to organizational AI adoption include lack of expertise, high costs and convincing stakeholders of its value.
Artificial intelligence and analytics can boost job creation in India by improving productivity when employees are trained to deploy robots creatively. While AI enhances machine capabilities, humans are still needed to train machines to behave like humans. As more areas become automated, more technical jobs will be needed to maintain, replace, update and fix systems and hardware. Companies are retraining employees in next-gen technologies like self-driving cars and analytics to upskill workers. Sectors like retail, pharma, agriculture, manufacturing and telecom will see major benefits from AI adoption through new highly skilled jobs, though some middle-level jobs will be reduced.
The document discusses hyper-automation and robotic process automation (RPA). It defines hyper-automation as using advanced technologies like artificial intelligence and machine learning to increasingly automate processes and augment human capabilities. The benefits of hyper-automation include automated processes, increased productivity and analytics. RPA uses software robots to emulate human actions like logging into systems, moving files and extracting data to automate repetitive tasks. This improves accuracy, compliance, provides fast cost savings and scalability while increasing employee productivity and satisfaction by removing non-value added work.
In an increasingly data-centric world, a company which fails to leverage the power of AI-powered business intelligence tools often lag behind. Learn from these slides how these tools are affecting businesses today and why should you choose them.
On July 7, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to managers of Intertrust. These are the slides he used.
Benefits of ai enabled project managementOrangescrum
Adoption of Artificial Intelligence in project and task management tools is helping in developing chat bots and adding AI enabled functionalities to get engage with users.
Artificial Intelligence is rapidly coming of age, as business leaders increasingly grasp the immense potential of "smart" machines and other innovations as catalysts for greater efficiency and competitiveness. Discover more at www.accenture.com/AItechnology
Learnbay provides industry accredited data science courses in Bangalore. We understand the conjugation of technology in the field of Data science hence we offer significant courses like Machine learning, Tensor flow, IBM watson, Google Cloud platform, Tableau, Hadoop, time series, R and Python. With authentic real time industry projects. Students will be efficient by being certified by IBM. Around hundreds of students are placed in promising companies for data science role. Choosing Learnbay you will reach the most aspiring job of present and future.
Learnbay data science course covers Data Science with Python,Artificial Intelligence with Python, Deep Learning using Tensor-Flow. These topics are covered and co-developed with IBM.
The document discusses how cognitive computing is transforming HR and the employee experience. It provides examples of how cognitive systems can understand language, learn from data, and reason to enhance HR functions like recruiting, onboarding, learning, and employee support. Applications of cognitive computing discussed include a matching tool that recommends job candidates, a cognitive assistant that provides on-demand HR information to employees, and solutions that deliver personalized learning and improve customer service interactions. The document advocates that HR leaders understand their data opportunities and build trust as they strategically enhance HR with cognitive technologies.
This document discusses HR Ground-to-Cloud Transformation and introduces the Fuse Platform-as-a-Service. It summarizes that organizations are facing increased complexity in managing scattered HR data across multiple systems as they transition to cloud platforms. The Fuse Platform provides tools to help with data migration, reporting, compliance and analytics across hybrid HR landscapes. It features a scalable data warehouse, ETL capabilities, and reporting tools to help organizations navigate HR transformations and put control of their data back in their hands.
AI & Machine Learning - How Will They Impact HR Now & In The FutureCMP
HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
Hawaii International Conference on Systems Sciences 2017. There are many opportunities for academics to submit papers for presentation at this very important conference which has sessions on Cognitive, Analytics, Big Data and much more. Haluk Demirkan, U Washington and Sergey Belov, IBM University Relations CEEMA made this presentation at Cognitive Systems Institute Speaker Series call on March 10, 2016.
In this lecture I explain the differences between artificial intelligence, machine learning and deep learning; explain the main debates regarding automation of knowledge and service work and the risk cognitive bias; identify the main robot applications for knowledge and service work; and critically discuss five strategies for staying employed in the automation age. Lecture presented in 2017 at Loughborough University, School of Business and Economics for Business Systems module, final year undergraduate degree programme.
Artificial Intelligence Empowering the Future of Digital Transformationijtsrd
Artificial Intelligence is not only about the machines that play an authoritative role in humans, but they both are working together. Machines provide the human with the ability of insight and perspective but the machines will not provide the decisive role of supplying judgement and creativity. There is a huge scope of artificial intelligence in this era. The combination of human creativity and technology together results in the excitement that can solve various problems and challenges related to the world. Deepak Kumar "Artificial Intelligence Empowering the Future of Digital Transformation" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30287.pdf Paper Url :https://www.ijtsrd.com/computer-science/artificial-intelligence/30287/artificial-intelligence-empowering-the-future-of-digital-transformation/deepak-kumar
The document is a project report submitted to fulfill training requirements for the Institute of Chartered Accountants of India. It includes sections on the introduction, objectives, research methodology, executive summary, and contents of the report. The report will cover topics on computer basics, including how search engines work through processes of web crawling, indexing, and searching.
1. Industry 4.0 refers to the current trend of automation and data exchange in manufacturing technologies. It includes cyber-physical systems, IoT, cloud computing and cognitive computing.
2. Industry 4.0 is expected to significantly impact the job market. Many existing jobs will be automated, especially those involving physical labor, data collection and processing. However, it will also create demand for new skills like data analytics and machine learning.
3. For workers to adapt to Industry 4.0, new skill sets need to be developed, such as change management, emotional intelligence, process awareness, data science, IT proficiency, domain expertise and big picture awareness. The skills that are uniquely human, like creativity, complex
The document discusses the future of jobs in India in 2018 according to Aspiring Minds. It finds that:
1. The skills most in demand are English comprehension, deductive reasoning, and agreeableness. The job functions with the most open positions are software/IT, sales, and customer service.
2. Many routine cognitive and manual tasks can now be automated using technologies like machine learning and computer vision. However, jobs requiring strategic thinking, creativity, and emotional intelligence will be more difficult to automate.
3. Customer service, accounting, and operations management have among the highest potential for automation, while marketing, general management and sales have lower potential due to their need for human skills. Software/
Rpa, ai etc. at et canada exchange nov 2017, dr r babinrbabin
An overview of how RPA, AI and other technologies are impacting people, organizations and society. Presentation to an industry group of CIOs. Youtube video available at www.youtube.com/watch?v=eK_FX3I66qk
Artificial intelligence (AI, also machine intelligence, MI) is intelligence displayed by machines, in contrast with the natural intelligence (NI) displayed by humans and other animals. In computer science AI research is defined as the study of "intelligent agents": any device that perceives its environment and takes actions that maximize its chance of success at some goal.
This is a PPT which highlights the basics of artificial intelligence and how it works and will affect job scenario.
ai in drug discovery, artificial intelligence, artificial intelligence in drug discovery, deep learning, deep learning techniques, gan, generative adversarial network (gan), gpu, gpu (graphics processing unit)-, graphics processing units, machine learning, matconvent, nvidia, nvidia dgx-1, python, tensorflow, torche, IBM watson for drug discovery
machine learning in drug discovery, deep learning in drug discovery
ARTIFICIAL INTELLIGENCE AND MACHINE LEARNINGsunnypatil1778
This document provides an introduction to artificial intelligence (AI) and machine learning (ML). It discusses how AI uses algorithms to mimic human intelligence, with ML being a technique to achieve AI goals. The document outlines several applications of AI and ML in industries like healthcare, finance, transportation, and more. It also discusses career opportunities in AI and ML fields, with the job market expected to grow significantly. Finally, it provides conclusions that AI careers are in high demand and getting an education in AI requires persistence.
This document discusses artificial intelligence (AI) in healthcare, including key challenges and best practices for implementation. Some common challenges with AI implementation include not having enough high quality data for training models and ensuring the models align with real-world problems that can change over time. It is important to have a planned strategy for AI, carefully select partners, and ensure ethical and transparent use of data that complies with regulations. When implemented properly, AI has potential to improve healthcare through applications like personalized patient experiences and optimizing operations.
Intranet Automation of Human Resource Management SystemIOSR Journals
This document summarizes the development of an intranet-based human resource management system (HRMS) for an organization. Key features of the system include automated employee records, skills assessments, and an online interview and confirmation process. A SWOT analysis is used to evaluate employees for project assignments based on their strengths, weaknesses, opportunities, and threats. The system was developed using technologies like ASP.NET for the interface, SQL for the database, and allows secure access via the organization's intranet. It aims to improve communication between employees and HR while streamlining HR processes through automation.
This power point pres will be useful for all the budding PhD aspirants who are preparing for their viva irrespective of their subject. Good Luck & All the Best !
Big Data Courses In Mumbai at Asterix Solution is designed to scale up from single servers to thousands of machines, each offering local computation and storage. With the rate at which memory cost decreased the processing speed of data never increased and hence loading the large set of data is still a big headache and here comes Hadoop as the solution for it.
http://www.asterixsolution.com/big-data-hadoop-training-in-mumbai.html
Future of work, Role of Technology and Impact on the HR profession (al) 2020MP Sriram
The one hour session focusses on 3 sub themes
The significant trends that are emerging around work and organising
The impact on the HR profession and HR professionals including their roles and skills
Emerging trends in HR technology and Digitalisation in HR
Future of Work - Human or AI (AI Summit 2019)Abhinav Singhal
What is the Future of Work? AI or Robot?
According to a study by McKinsey & Company up to 30% of tasks across more than 60% jobs can be automated with technology available today but there are less than 10% jobs where more than 90% tasks can be automated. Which basically means that technology will impact nearly all the jobs out there at varying degrees and the overall impact is much more on jobs getting modified than the number of jobs getting eliminated or created. So, how can companies prepare for this is impending transition?
WORKFORCE TALENT STRATEGY_BUILDING THE PUBLIC WORKFORCE OF THE FUTURE.pdfEkoInnovationCentre
The document discusses strategies for developing the public workforce of the future. It outlines global workforce trends like aging populations and the rise of millennials and Gen Z. New skills will be needed as middle management roles change and remote work becomes more common. Large companies can adapt to technology through digital transformation rather than being replaced. The future workforce will require skills like problem solving, communication, and adaptability. Public sectors must focus on multiskilling, digital literacy, and developing a culture of learning to keep their workforces ready for the future of work.
Similar to Artificial Intelligence and Robotics- The Challenges for Human Resource Management (20)
Travis Hills of MN is Making Clean Water Accessible to All Through High Flux ...Travis Hills MN
By harnessing the power of High Flux Vacuum Membrane Distillation, Travis Hills from MN envisions a future where clean and safe drinking water is accessible to all, regardless of geographical location or economic status.
Authoring a personal GPT for your research and practice: How we created the Q...Leonel Morgado
Thematic analysis in qualitative research is a time-consuming and systematic task, typically done using teams. Team members must ground their activities on common understandings of the major concepts underlying the thematic analysis, and define criteria for its development. However, conceptual misunderstandings, equivocations, and lack of adherence to criteria are challenges to the quality and speed of this process. Given the distributed and uncertain nature of this process, we wondered if the tasks in thematic analysis could be supported by readily available artificial intelligence chatbots. Our early efforts point to potential benefits: not just saving time in the coding process but better adherence to criteria and grounding, by increasing triangulation between humans and artificial intelligence. This tutorial will provide a description and demonstration of the process we followed, as two academic researchers, to develop a custom ChatGPT to assist with qualitative coding in the thematic data analysis process of immersive learning accounts in a survey of the academic literature: QUAL-E Immersive Learning Thematic Analysis Helper. In the hands-on time, participants will try out QUAL-E and develop their ideas for their own qualitative coding ChatGPT. Participants that have the paid ChatGPT Plus subscription can create a draft of their assistants. The organizers will provide course materials and slide deck that participants will be able to utilize to continue development of their custom GPT. The paid subscription to ChatGPT Plus is not required to participate in this workshop, just for trying out personal GPTs during it.
The cost of acquiring information by natural selectionCarl Bergstrom
This is a short talk that I gave at the Banff International Research Station workshop on Modeling and Theory in Population Biology. The idea is to try to understand how the burden of natural selection relates to the amount of information that selection puts into the genome.
It's based on the first part of this research paper:
The cost of information acquisition by natural selection
Ryan Seamus McGee, Olivia Kosterlitz, Artem Kaznatcheev, Benjamin Kerr, Carl T. Bergstrom
bioRxiv 2022.07.02.498577; doi: https://doi.org/10.1101/2022.07.02.498577
(June 12, 2024) Webinar: Development of PET theranostics targeting the molecu...Scintica Instrumentation
Targeting Hsp90 and its pathogen Orthologs with Tethered Inhibitors as a Diagnostic and Therapeutic Strategy for cancer and infectious diseases with Dr. Timothy Haystead.
Mending Clothing to Support Sustainable Fashion_CIMaR 2024.pdfSelcen Ozturkcan
Ozturkcan, S., Berndt, A., & Angelakis, A. (2024). Mending clothing to support sustainable fashion. Presented at the 31st Annual Conference by the Consortium for International Marketing Research (CIMaR), 10-13 Jun 2024, University of Gävle, Sweden.
Sexuality - Issues, Attitude and Behaviour - Applied Social Psychology - Psyc...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
3. Introduction
• Intelligence is an ability to acquire and apply knowledge and skill to minimize the time and doing
work effectively
• Intelligence can be defined as logic, understanding, self-awareness, emotional knowledge,
creativity and problem solving, intelligence is widely studied in Human Beings, Animals, Plants
and all living beings and Artificial intelligence is in machine
• Artificial intelligence is the theory of inception of the computer and technological invention to
perform a task according to the given instruction of Human mind.
• Artificial intelligence is driven by Artificial Agent like- Abacus, Supercomputer, Computer,
desktop etc. it was first initiated during 1956
• AI is a very big question for the modern society- It is strongly influencing the society and work
culture.
4. Contd….
There are two kinds of Artificial Intelligence-
• Weak Artificial Intelligence- A computer is only a tool to examine cognitive process; it can only
imitate the problem.
• Strong Artificial Intelligence- A computer can also work intellectually and self-understanding
with the help of software/programming. The computer can adapt the behaviour on the basis of
past experience and automatic networking.
5. • Behind the production of every product and service, there is a human mind, human efforts
and man hours.
• The National Institute of Personnel Management, India has defined human resource-
personnel management as “that part of management which is concerned with people at work
and their relationship within an enterprise”, its aim is to bring all the resource and collective
development.
• Human Resource Management is concerned with the process of Recruitment and selection,
providing orientation and induction to employee, training, and development, assessment of
employee, providing compensation and benefits, motivating and maintaining employee,
employer and trade unions, employee safety, welfare and health measures and compliances
with labor laws.
• Artificial intelligence is almost replacing human beings but Robotics and machinery need a
human intervention like- In operation and monitoring of machinery.
Human Resource Management
6. •Many of the research papers and the article claim that Artificial
Intelligence and Robotics will remove the Human Intervention or
participation from the organization so this research paper will try to
find out the impact of the automation on the organization.
• As a developing country India is facing mass unemployment and
many of the researcher's claims AI and Robotics is increasing the
unemployment rate so this research paper also try to find out the
effect of Artificial Intelligence on employment rate
Objective of the study
7. Methodology
This research paper is following the descriptive analysis on the basis of predetermined data
and facts, it is a secondary research which has been written after analyzing the different
article and researchers report and data are collected from reputed sources which are
justifying the reliability and authenticity.
8. Human Resource Process
• Screening Candidate
• Interviewing Candidate
• On boarding Candidate
• Talent Development
• Employee Relation
• HR Analytics
9. Descriptive Analysis
Economic field of Artificial intelligence
• Deep Learning
• Robotisation
• Dematerialisation
• Gig Economy
• Autonomous Driving
10. Industrialization phase of Artificial
Intelligence
• Industrialisation- Industry 1.0
• Electrification- Industry 2.0
• Digitalisation- Industry 3.0
• Industry 4.0
12. Column1,
Illiterate , 32
Column1,
Literate, 84
Column1,
Literate but
bellow
matric/Seconda
ry, 41
Column1,
Matric/Seconda
ry but bellow
graduate, 27
Column1,
Technical
diploma or
certificate not
equal to degree,
1
Column1,
Graduate and
above other
than technical
degree, 8
Column1,
Technical
degree or
diploma equal
to degree or
post-graduate
degree, 2
Column1,
Total, 116
10.98% 8.8%7.23 14.42% 15.73%
9.60%
14.55% 16.90%
Unemployment RateNo. of People Seeking Work (In Million)
Data emerging from census 2011 suggest unemployment
rate is high among the better qualified
This chart is showing that large number of literate person is not able to get job and the person who have technical certificate they have highest
unemployment rate 16.90%, So it can be interpreted from this data that demand for technical person is very high in the market because market
is moving towards from manual skill to technical skill and large number of population is literate but not having technical knowledge so
unemployment is increasing with implementation of Artificial intelligence.
Source: The Hindu (In India the unemployment rate is still high)
13. Technology Skill in High Demand
In this graph highly
technological knowledge
demand is very high, so it
can be interpreted from this
data that as time is moving
market is introducing new
technology and Artificial
intelligence is evolving itself,
continuously technology is
increasing and person
should also move with it but
the previous graph is
showing that lack of
technical skill is road
breaker of employment and
implementation of Artificial
intelligence.
Source: BurningGlass.com (Analysis of 344,707 job postings; 4/23/12 to 4/22/13)
Technology Skill in High Demand
SQL
Java
Software Engneering
Linux
Oracle
Javascript
Unix
C++
Extensible Markup language(XML)
Information System
14. Global Robotic Process Automation (RPA)
Market, 2016-2021
This graph is showing that
implementation of Robots is
increasing in software as well
as in service market and it is
also expecting that by 2021 it
will increase by 652 million in
service and 272 million in the
software users market.
RPA Software
RPA Service
Source: HFS Research 2017
15. Conclusion
• Artificial intelligence and Robotics, we found that in 21st-century dependency on
machine and technology is increasing due to high competition in the market place
• India as a developing country is not able to produce highly technical people so
the unemployment rate is increasing.
• Most of the researcher talked about positive side of Artificial intelligence
• Individual income also drives the economy of a country and if all the people will
replace by machinery then individual income will decrease