Today’s digital world requires innovative HR implementation to improve employee performance and engagement. Recently HRM has been ascertained to join the league to more advanced headway like Artificial Intelligence (AI) and ML ( Machine Learning ). The presence of HRM in the Organization waves the employees’ performance to improve or maintain their stability. The transformation of HRM from Normal Execution to ML and AI algorithms’ implementations will clear the Organization’s growth’s bright path. Three Major HR Functional Component: 1. Recruitment and selection Management 2. Performance Management 3. Knowledge Management Learn More: https://bit.ly/31X49es Contact Us: Website: https://www.phdassistance.com/ UK NO: +44–1143520021 India No: +91–4448137070 WhatsApp No: +91 91769 66446 Email: info@phdassistance.com

1. MANTLE OF ML IN
HUMAN RESOURCE
MANAGEMENT
An Academic presentation by
Dr. Nancy Agnes, Head, Technical Operations, Phdassistance
Group www.phdassistance.com
Email: info@phdassistance.com

2. In brief
Introduction
New Age HRM- Analytics to AI and ML
Future Scope
Outline
TODAY'S DISCUSSION

3. In-brief
Transformation of HRM from normal execution to ML and
AI algorithms' implementations will clear the Organization's
growth's bright path.
HR functional components which have proved to be more
effective and successful by integrating ML
ML algorithms will improve the HR department's
performance, which will boost the entire Organization for
efficient performance.

4. Introduction
Today's digital world requires, innovative HR implementation
to improve employee performance and engagement.
Recently HRM has been ascertained to join the league to more
advanced headway like Artificial Intelligence (AI) and ML (
Machine Learning ).
The presence of HRM in the Organization waves the
employees' performance to improve or maintain their stability.
The transformation of HRM from normal execution to ML and
AI algorithms' implementations will clear the Organization's
growth's bright path

5. New Age
HRM-Analytics
to AI and ML
Machine learning is a solicitation of artificial
intelligence programmed to access data to make
predictions and give the required output without
human interference.
To stimulate the regular presence of the Employee
in an organization hits productivity and profitability.
The objective-based gain measure system will
understand and provide reliable concern for the
Employee.
Contd...

6. Recruitment and selection Management
Performance Management
Knowledge Management
The research article concludes that the integration of machine learning in HRM is
highly efficient with specific functions like Decision trees, text-mining algorithms.
These algorithms will improve the HR department's performance, which will boost the
entire Organization for efficient performance.
Contd...
The three major HR functional components which have proved to be more effective
and successful by integrating ML are

8. The current trend demands a more comprehensive, more strategic perspective to
recruit, utilize and conserve valuable human resources.
Using algorithms like Classification and Regression will evaluate the candidate
profile is legitimate and fit for the required job profile.
Recruitment is a process that determines the need for staffing for a particular
position in the Organization and works to fulfil that need by identifying the right
candidate for the job.
Contd...
RECRUITMENT AND SELECTION MANAGEMENT

9. Machine Learning kickstarts the role of HRM by supporting and filtering the
candidates based on some criteria.
Based on the job posts, The candidates who will apply for the required job position
can be screened using some denominations. Like, Age, Gender, Experience,
Location, Skill sets, with cost-effectiveness.
This approach is narrated through the article.
Contd...

11. ML assists organizations in sourcing the right candidate who meets
organizational goals by storing and managing a large mass of online applications.
their
The ML application designed to store applicants' databases is also linked with various
social media websites that provide additional information about the candidate.
This approach to recruitment and selection helps to recognize the right person for the
right job and helps recruit at the right time by abbreviating the time required for the
entire proceeding.
The work proposed by Irad Ben Gal and et.al implies that a particular model for Pre-
hire prediction of employees.
Contd...

12. This model enhances the high accuracy and interoperability of HR.
PERFORMANCE MANAGEMENT
After successfully recruiting the precise candidate for the job, the human resources
department becomes liable to ensure that the Employee is utilized to his maximum
capabilities and retained to serve the Organization long term.
The results will deviate the contrast between well-performed candidates and Bad
performed candidates. Based on the results, the HRM will act accordingly.
Contd...

13. An organization's success largely depends on its ability to identify, measure, and
develop performance and, in turn, link each individual's performance and objectives
to the Organization's overall mission and goals.
Using Extreme Gradient Boosting (XG Boost) methodology will evaluate the
Employee's overall performance and efficiency.
This methodology and concept is innovated by Rohit Punnose et. al.
Contd...

14. Machine learning technology software is to strengthen the Organization's internal
communications in the following ways.
A centralized database helps keep track of individual contributions to
organizational goals.
ML encourages employee engagement in the Organization through feedback
forms and chatbots.
This application is available round the Clock for the Employee's perusal.
Automated rewards and appraisals designed to boost employee morale.
Contd...

15. The article prescribes a Gaussian Naïve Bayes classifier to annotates the
performance of the employees of the Organization.
It is used to filtrate the fillers or remarks if they occurred for the Employee.
Contd...

16. KNOWLEDGE MANAGEMENT
Many of the employees will quit the Organization due to a lack of knowledge and
enhance their career knowledge.
But sometimes, the reason may remain unknown, which leads to a hidden issue in the
Organization.
The article drives the Classification techniques like Support Vector Machines, Naive
Bayes, Random forests techniques to volume-up this issue.
These classifiers filter and figure out the causation of termination or any other
problems in the Organization.
Contd...

17. This technique augments individual learning for the employees and proves methodical to
the Organization in a broad sense.
Acquire more knowledge in Artificial Intelligence, and Machine Learning Algorithms
supports a lot in Knowledge management, enhancing the Skillset in all the management
teams, which are mandatory for Human Resources and Management.
The literature 9 kickstarts the KMC(Knowledge Management Capability), which positively
maintains the frosty relationship between HRM and the entire Organization.

19. Future Scope
These are the research areas where the Machine
Learning with respect to HRM is booming to core,
Post-hire analysis process will enhance the exact
requirement for the Organization based on the
pre-hire analysis.
ML with HRM is in the early stage. To establish
more efficiency in the future, HR experts and ML
specialists work together is mandatory.
Contd...

20. Using Machine learning algorithms with tools and languages will enhance the
analytics process, improving organization production.
Based on the performance, appraisal, incentives will be automatically
generated to the HR and also the employees.
If any escalation has appeared for the candidate, the reaction will be according
to it.

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