Everyone has been hearing about AI, some have been hearing about NLP - and everyone has an opinion, belief, or thought about AI. However, that opinion, belief, or thought about AI (and/or NLP) is fully dependent upon the voices of whom everyone has chosen to listen. We are at a stage in our rate of change of technology where we have to let go of how we learned things in the past -- and step into a new stage of keeping ourselves always available to learn, no matter what we believe and/or think.
We cannot, more than ever before, solve our problems with the same thinking we used to create them (said Albert Einstein nearly 100 years ago!). We are also going to be seeing all the analytics, management, performance, and recruitment aspects of HR becoming glued together through an entirely different, much faster means of inputting, managing, and retrieving data. This is not happening in a few years, it is already happening.
Our series provides the understanding, questioning, and ideas of AI so you can start learning how to think, learn what questions to ask, and discover for yourself what you need before you need it.
Feedback, debates, discussion, collaboration and conversation are always encouraged in the comments section below... For more information about this series, use the blue contact us button on the lower right of your screen to contact us -- or if you are reading this by our newsletter, then hit the reply button to get back to us!
Can HR Analytics Algorithms Be the Insightful HR Executive Route To Top Corporate Leadership?
Editor's note: no sooner did Raja get started with us and the HR industry, than he gained employment in the forestry industry. We were offered this post, originally posted in Linkedin but still highly relevant to HR Analytics and Text Analytics. We wish Raja all the best in his new endeavors and, if the future permits it, perhaps his return to the HR industry. Raja has been working with AI, text analytics, and HR analytics for quite a while in India. EDITORIAL: As this post gets into the overview of HR analytics, it focuses more on what than why. A basic knowledge level of analytics is assumed with this post. If the content here is over your head and you are either a decision maker and/or work in the HR department, then here's a question for you: If you, or the most technical person in your HR department, cannot understand this ...
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Why The HRIS World?
When I finished writing our pillars, I always felt something just wasn't complete. The pillars provide an insight into who we are, what we stand for, our values, even the value of knowledge... Wisdom... Discernment... and Principles... And much thanks to Simon Sinek's teachings, I was able to discover what that feeling was, what made me feel the pillars weren't complete. I never addressed the why...
What You Need to Know About AI and NLP When It Comes to HR
Text analysis is possibly the most familiar tool known HR. Almost everyone in HR/ recruitment is hands on with Boolean keyword searches for identifying good resumes and of course the oft humorous results and typical frustrations associated with it. Natural Language processing (NLP) basically takes text analysis to a much higher level of detail, granularity and accuracy. Acute insights from NLP were a technological constraint in the past but there have been major strides of late. This has primarily been aided by the development of distributed computing (cloud) and intense research in NLP applications by academic and professional bodies around the world.
Why After AI, NLP Needs to Be the Next Conversation In HR
AI Is the Conversation Today We recently shared some of our thoughts on LinkedIn updates about HR and AI (artificial intelligence) being the latest conversation nearly everywhere... Given the propensity for disruption of the last decade, many may believe this is another replacement to the what-and-how we do things. We may not be the first to say this, but we will -- AI is not a replacement technology, instead AI is and will be pulling all the technologies today together, in its wake creating a faster, easier environment in which to work... Notice we did not say there will not be mishaps, discoveries and a learning curve for us -- there always is with technology. We are definitely entering an era where new ways are supplementing not replacing the latest means - which also means people analytics / HR analytics, big data, and cloud computing are staying, not going away...