HR Management and Automation

HR Management and Automation

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“Human Resource (HR) managers often view their job as dealing with people. They believe that in order to do it well, they must know people, read emotional cues, and respond with empathy. Therefore, they conclude, should artificial intelligence (AI) put jobs at risk, they’ll be the ones delivering bad news, not receiving it. Well, I am sorry to be the bearer of bad news, but HR jobs are actually quite likely to be impacted by artificial intelligence.”

“[T]he recent developments in AI have not been about creating the type that simply automate what a human can do. Instead, what current advances in machine learning and neural networks do is make prediction better, faster, and cheaper. Broadly speaking, prediction is when you take information you have (e.g., data on past weather or classifications of photos) and turn it into information you do not have (e.g., what the weather will be next week or what is in this particular image). Making good predictions is the core of a good HR manager’s job. … Prediction machines feed off data, and in the HR space, the data is available. Based on it, increasingly complex algorithms will be generated to help HR departments with their predictions. In so doing, these could reduce bias, errors, and time in the evaluation of people. In other words, these algorithms have the potential to be better and quicker than people in those tasks.”

Quartz at Work, May 25, 2018: “Just because you “work with people” doesn’t mean your job won’t change with AI,” by Joshua Gans

Information Age, May 30, 2018: “AI: the new frontier of the HR space”

Forbes, May 27, 2018: “Four Unethical Uses Of AI In Recruitment,” by Tomas Chamorro-Premuzic

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