Got it — you’re looking for **AI in HR presentations** 👍 Here’s a **clear, presentation-ready outline** you can directly use for PPTs (corporate / academic / training). --- ## AI in Human Resources (HR) ### 1. Introduction * Artificial Intelligence (AI) refers to machines that can simulate human intelligence * In HR, AI helps automate, analyze, and improve people-related decisions * Objective: smarter, faster, and fairer HR processes --- ### 2. Why AI in HR? * High volume of data and repetitive tasks * Need for faster hiring and better talent decisions * Improving employee experience * Reducing human bias and errors --- ### 3. Key Areas of AI Application in HR #### a) Recruitment & Talent Acquisition * Resume screening using AI algorithms * Candidate shortlisting based on skills match * Chatbots for candidate queries * Video interview analysis (speech, tone, keywords) --- #### b) Employee Onboarding * AI-driven onboarding assistants * Personalized training plans * Automated document verification --- #### c) Training & Development * Skill gap analysis * Personalized learning recommendations * Adaptive e-learning platforms * Predicting future skill requirements --- #### d) Performance Management * Real-time performance tracking * Predictive performance analytics * Continuous feedback systems * Objective appraisal support --- #### e) Employee Engagement & Retention * Sentiment analysis from surveys/emails * Predicting attrition risks * AI-based engagement insights * Tailored motivation strategies --- #### f) HR Operations & Payroll * Automation of attendance and leave management * Error-free payroll processing * Compliance monitoring * HR chatbots for daily queries --- ### 4. Benefits of AI in HR * Saves time and cost * Improves hiring quality * Data-driven decisions * Enhanced employee experience * Scalability for large organizations --- ### 5. Challenges & Risks * Data privacy and security concerns * Algorithm bias * Lack of transparency in AI decisions * High implementation cost * Need for human oversight --- ### 6. Ethical Considerations * Fairness and non-discrimination * Transparency in AI decisions * Responsible use of employee data * Human-in-the-loop approach --- ### 7. Future of AI in HR * AI as HR decision support, not replacement * Integration with metaverse and virtual workplaces * Predictive workforce planning * Focus on human-AI collaboration --- ### 8. Conclusion * AI is transforming HR from administrative to strategic function * Best results when AI supports, not replaces, human judgment * Organizations must balance technology with empathy --- If you want, I can: * 📊 Convert this into a **10–12 slide PPT** * 🎨 Add **speaker notes, diagrams & examples** * 🇮🇳 Customize it for **Indian corporate / university syllabus** * 🧠 Make it **exam-oriented or training-oriented** ------------------------------------------------------------------------------------------------------- Just tell me 👍

1. Investigating HR's Role in
Business Risk Management
• Exploring how Human Resources contributes to identifying,
preventing, and mitigating organizational risks
• Prepared for academic/organizational insights

2. Introduction
• Risk management is not only financial or operational—it is also
people-driven
• HR plays a strategic role in preventing human capital risks
• Objective: Examine HR's contribution to anticipating, controlling,
and responding to business risks

3. Understanding Business
Risk
• Types of business risks:
• - Strategic (poor planning, market changes)
• - Operational (process failures, supply chain issues)
• - Financial (cash flow, fraud)
• - Compliance (laws, regulations, ethical breaches)
• - Human Capital (talent loss, misconduct, low morale)
• HR is most directly involved in human capital & compliance risks

4. HR as a Risk Manager
• Recruitment & background checks reduce hiring risks
• Policies ensure legal & regulatory compliance
• Performance management prevents productivity risks
• Training programs mitigate skills & safety gaps
• Employee engagement reduces attrition risk

5. HR in Compliance & Legal Risk
 Ensures adherence to labor laws, contracts, and workplace safety
 Prevents costly lawsuits through clear policies & grievance handling
 Monitors equal opportunity, anti-harassment, and diversity
standards
 Protects organizational reputation by promoting ethical conduct

6. HR in Operational Risk Management
• Workforce planning ensures business continuity
• Succession planning reduces disruption from leadership gaps
• Crisis management training (pandemics, strikes, disasters)
• Collaborates with operations to maintain resilience

7. HR in Cultural & Ethical Risk
• Builds a culture of trust and transparency
• Promotes ethical decision-making through training
• Early detection of toxic behaviors or misconduct
• Strengthens corporate reputation by aligning employees with
values

8. HR & Talent Risk
• Identifies and retains critical talent
• Mitigates knowledge loss through documentation & cross-training
• Implements reward systems to lower turnover risk
• Manages remote/hybrid work challenges effectively

9. Case Example / Best Practices
• Example: During COVID-19, proactive HR teams managed remote work policies, mental health programs, and
safety compliance
• Best Practices:
• - Regular risk audits of HR processes
• - Employee surveys to detect emerging issues
• - HR's participation in enterprise risk committees

10. Conclusion
• HR is a strategic partner in risk management
• Protects the organization from compliance, talent, ethical, and
operational risks
• Strong HR practices = stronger resilience and sustainability
• Future focus: integrate HR analytics & AI for predictive risk
management

11. How to retain employees?
When the freshers come they remain here for 6 months
or one year. And then they go to other companies.
So we look for a retainership at least three years. The
world of business has seen three generations;
Industrial Revolution – Job for survival, Roti Kapda or
Makan.
Information revolution –
Social Revolution -