ADOPTION OF AI IN

HUMAN RESOURCE

MANAGEMENT

Presented By:- Group

7
Sneha Shaw
Divya Singhal
Zaisha Chadha
Tanvi Mangal
Shireen Iftkhar
Ahmed
Shreyansh Singh
ARTIFICIAL INTELLIGENCE
ARTIFICIAL INTELLIGENCE IS A FIELD OF COMPUTER SCIENCE
THAT AIMS TO SOLVE COGNITIVE PROBLEMS COMMONLY
ASSOCIATED WITH HUMAN INTELLIGENCE. IN OTHER
WORDS, AI ENABLES MACHINES TO “THINK LIKE HUMANS,”
AND PERFORM TASKS SUCH AS LEARNING, PROBLEM-
SOLVING, REASONING, AND LANGUAGE PROCESSING.
 AI IS BEING DRIVEN BY TWO FUNDAMENTAL
TECHNOLOGIES –
A. MACHINE LEARNING
B. DEEP LEARNING
 MACHINE LEARNING ?
Machine learning is a branch of artificial intelligence that
enables machines to learn from and make predictions based on
data.
 The roots of machine learning are embedded in pattern
recognition and the concept that algorithms can learn from
recorded data without being programmed to do so.
 DEEP LEARNING
Deep learning is a branch of
machine learning that trains a
computer to learn from large
amounts of data
through neural network
architecture

Artificial neural networks are

one of the main tools used in
Deep learning

It is a more advanced form of

Instead of organizing data to run through predefined
equations, deep learning sets up basic parameters about the
data and trains the computer to learn on its own by
recognizing patterns using multiple neural network layers for
processing (like neurons in the brain).
 Key use cases of Machine Learning in
the HR context:

A. Anomaly detection: Identify items, events or

observations which do not conform to an expected pattern
or other items in a dataset.
B. Background verification: Machine learning-powered
predictive models can extract meaning and raise red flags
based on structured and unstructured data points from
applicants’ resumes.
C. Employee Attrition: Find employees who are at high
risk of attrition, enabling HR to proactively engage with
them and retain them.

 D. Content personalization: Provide a more

personalized employee experience by using predictive
analytics to recommend career paths, professional
development programs or optimize a career site based on
prior applicant actions
 Image and
video
recognition

Speech Key use cases of Recommendation

recognition Deep Learning engines

Chatbots
Consulting firm Mercer's Global Talent Trends 2019 report.
Eighty-eight percent of companies globally already use AI in some way for
HR, with 100 percent of Chinese firms and 83 percent of U.S. employers
relying on some form of the technology.
Overall, Mercer found, when it comes to AI for HR, companies are:
 Using chatbots to look up information such as company policies or benefits
(56 percent).
 Identifying the best candidates based on publicly available data, like social
media profiles (44 percent).
 Providing recommendations for learning and training to employees (43
percent).
 Using chatbots to engage with candidates during recruitment (41 percent).
 Screening and assessing candidates during recruitment (40 percent).
 Real-time analytics
and artificial
intelligence (AI)
driven Se
l recommendation
an ntim
rt a engines

e u r m al e
N tfo ys nt
la is
P EMPLOYEE
ENGAGEMENT
Chatbots: Communication is a vital part of employee engagement. AI tools
such as chatbots, when used judiciously, offer opportunities for making the
communication collaborative, succinct, interactive and fun. Integrated AI/bots in the
communication systems help improve performance reviews and management,
pattern identification/discernment, behaviour analysis and prediction etc.
Data mining and Predictive analysis: Measuring engagement level,
collating relevant results therefrom and providing options will be the game
changer that AI will drive.

Natural Language Processing and Machine learning: Developments in

NLP/ML have made sentiment analysis of written/spoken language easier.
Pulse surveys have become game changers for measuring impacts and
tracking practices in real time.
 AI AND VR IN TRAINING
• Virtual Human The training tool
from Talespin is powered by artificial
intelligence (AI), and leverages virtual
reality (VR) and augmented reality (AR)
technology to create realistic, human-
like situations and impart soft skill
training.
 AI in benefits
administration
HR BOT by Sparkhound
is a Chatbot that
demystify’s employee
benefits.
 RECRUITMENT

About 42 percent of employers are worried they won’t be

able to find the talent they need, according to a survey
conducted by Careerbuilder, and 72.8 percent say they’re
struggling to find relevant candidates.
Powered by AI and
NLP
 THE INDIAN SCENARIO

In India these factors are causing reluctance in adopting AI in HR

functions

• Credible & Quality Data

• Lack of skilled AI Professionals
• Employee’s apprehensions
SITUATION IS NOT AS GRIM
TECH MAHINDRA K2
TECH MAHINDRA TALEX
 Conclusion
Companies around the world planning to invest in
AI this year are targeting:
 Chatbots for employee self-service, such as
changing benefits or requesting time off.
 The ability to identify employees who are
disengaged or at risk of leaving.
 Suggestions of job openings or career paths
for current employees.
 Help in the performance management
process.
 Customization or improving benchmarking in
compensation.