Post by rabia994 on Mar 8, 2024 23:37:59 GMT -5
Technology has facilitated and supported the reorientation of the work of the Human Resources department and its contribution to the company, using trends such as the automation of administrative processes, People Analytics , Metaverse , Big Data, Machine Learning, among others. These, in addition to attracting and retaining talent more successfully, allow us to generate a more pleasant experience throughout the life cycle of collaborators. Below we will tell you what Machine Learning is and how it is related to personnel management activities. What is Machine Learning? Machine Learning means automatic learning or machine learning. It is a type of Artificial Intelligence (AI) that consists of the development of techniques so that devices or applications have the ability to learn from their experience, without human intervention. How does it work? Through algorithms that give machines the ability to identify patterns in massive data that allow them to make predictions and thus provide autonomous responses. A common way in which we use this technology is with the use of streaming platforms, which, based on the movies and series that we usually watch, begin to identify and “learn” about our tastes, to suggest recommendations that allow us to improve our.
Benefits of Machine Learning One of the great advantages of Machine Learning is its ability to automate tasks and refine decision making based on data. Thanks to this, companies not only save time and money, but are much more effective and precise. Machine Learning applied in Human Resources Currently, different types of artificial intelligence are us America Cell Phone Number List ed to attract talent, to measure performance, make calls for attention and even to fire workers, this through the identification of certain pre-established parameters. Yes, it seems like something out of a science fiction movie, but it is reality in various areas and companies. Below we tell you about the most common processes in which this technology can support HR and how: Recruitment and selection of talent Machine Learning optimizes the process of discarding and selecting candidate applications based on how well their characteristics fit the position. In this way, the process is streamlined versus if it were carried out manually as many companies currently do. Tools such as “chatbots”, which simulate conversations by providing automated responses, facilitate communication during the selection process and provide relevant data on the candidate profile.
Training and qualification Thanks to the information from the collaborators, collected during the selection process, the algorithms can help develop career plans in accordance with the collaborators' objectives, linking them with their current skills and the necessary requirements for the future of their position. Work environment Another objective of machine learning is to improve the user experience, through knowledge of their interests and preferences, which in the case of companies allows them to create strategies that respond to their motivators and even know their mood. An example of the use of these tools applied to personnel management is the global leader in e-commerce Amazon, who through machine learning applied in Human Resources measures the performance of its employees, decides if a worker should not be renewed your contract, or not, and they communicate it to you in an automated way. Main challenges Given the resistance to this type of technology, it is necessary to establish that it does not have to be a reason for rejection or fear, since if it is configured based on parameters consistent with the company's culture, it will respond in accordance with what is requested. For example in the case of situations that lend themselves to discrimination of some kind.
Benefits of Machine Learning One of the great advantages of Machine Learning is its ability to automate tasks and refine decision making based on data. Thanks to this, companies not only save time and money, but are much more effective and precise. Machine Learning applied in Human Resources Currently, different types of artificial intelligence are us America Cell Phone Number List ed to attract talent, to measure performance, make calls for attention and even to fire workers, this through the identification of certain pre-established parameters. Yes, it seems like something out of a science fiction movie, but it is reality in various areas and companies. Below we tell you about the most common processes in which this technology can support HR and how: Recruitment and selection of talent Machine Learning optimizes the process of discarding and selecting candidate applications based on how well their characteristics fit the position. In this way, the process is streamlined versus if it were carried out manually as many companies currently do. Tools such as “chatbots”, which simulate conversations by providing automated responses, facilitate communication during the selection process and provide relevant data on the candidate profile.
Training and qualification Thanks to the information from the collaborators, collected during the selection process, the algorithms can help develop career plans in accordance with the collaborators' objectives, linking them with their current skills and the necessary requirements for the future of their position. Work environment Another objective of machine learning is to improve the user experience, through knowledge of their interests and preferences, which in the case of companies allows them to create strategies that respond to their motivators and even know their mood. An example of the use of these tools applied to personnel management is the global leader in e-commerce Amazon, who through machine learning applied in Human Resources measures the performance of its employees, decides if a worker should not be renewed your contract, or not, and they communicate it to you in an automated way. Main challenges Given the resistance to this type of technology, it is necessary to establish that it does not have to be a reason for rejection or fear, since if it is configured based on parameters consistent with the company's culture, it will respond in accordance with what is requested. For example in the case of situations that lend themselves to discrimination of some kind.