Natural Language Processing Is One Of The Main Branches Of The World Of Artificial Intelligence, Relatively Old. 

AI, An old but important technology with a hot market these days, is used in various fields. For example, in data mining, natural language processing helps to improve the learning process of models. Today, companies use natural language processing in various forms to simplify and speed up the process.

Let us mention a simple and important example. Every human being seeks to find the ideal job that suits their field. The first step in finding the ideal job is to prepare for a perfect day. Preparing a flawless resume requires great ingenuity.

University graduates often ask the following questions when preparing a resume:

Do I have to provide complete information about the past projects in the past, or should I list them in a list, write several skills in my resume, or just skills? Key pointers, should the resume be prepared on one page or should the details be specified on more pages, how many programming languages ​​should I mention in the resume, and questions like these that have no end.

Now imagine that people decide based on their personal views, prepare multi-page resumes and send their resumes to companies with published job postings.

The human resources department will face an extensive range of different and bizarre resumes, making selecting the right resume for the interview difficult. Companies have decided to seek the help of data science researchers to solve this problem.

Data science expert Venkat Roman is one of the shrewd researchers who came up with a seemingly unsolvable solution to this problem. Venkat Roman was able to identify the characteristics of human resource managers and, based on those characteristics, train his intelligent algorithm in such a way that artificial intelligence could find qualified candidates.

But managing resumes and choosing the best resume from the sheer volume of resumes is only a small part of the employment effort.

Researchers are now trying to use artificial intelligence to predict the rising levels of a company’s employees. Can artificial intelligence do such a serious job properly? Job promotion is the main factor in the presence of employees in an organization.

Miscellaneous factors cause employees to stay or leave an organization. Job promotions and salary increases are the main factors in retaining employees. It is the serious task of managing organizations’ human resources to consider career advancement and salary increases for eligible individuals at the appropriate time. Each of these factors alone will play an important role in the continued presence of employees.

That is why the human resources department needs to analyze and evaluate these factors properly.

For example, when an employee decides to leave the organization and even find a future job, they will no longer care about a job promotion or salary increase in their current organization.

Some HR experts believe that traditional strategies for evaluating annual employee performance to increase salaries and career advancement are no longer as responsive as they used to be and that organizations should consider newer strategies.

Some CEOs believe that the new strategies used by some organizations in developed countries are unresponsive in other countries and are specific to that country. Still, research shows that most business strategies and technology-based solutions are limited to a particular organization or country.

They are not, and with a little change, they can use in the best way. Determining the rate of increase in employees’ salaries with the help of artificial intelligence is one of the strategies that any business can use. The solution that we intend to mention in this article briefly.

How useful are employee performance monitoring systems?

A Mercer survey shows that only 2% of HR managers believe that employee performance monitoring systems work well. In other words, 98% of them believe that performance management systems can not properly reflect the true role and value of employees.

The results of the Mercer survey are not surprising, as McKinsey Consulting conducted a similar study showing that two-thirds of the executives in the survey are looking for big changes to performance monitoring systems and are trying to use technology. Use today’s smart to evaluate the performance of their employees.

What role does artificial intelligence play in retaining or firing an organization?

Brian Hancock is a senior fellow at the McKinsey Institute, which works closely with companies in intelligent computing. Companies that use AI to evaluate people’s performance.

“Managers and employers in small and medium-sized enterprises are gradually eliminating annual surveys and replacing them with real-time feedback,” he says.

New systems collect a considerable amount of up-to-date information from the time an employee is hired and prepare the above information, along with the skills a person possesses, in the form of a document that can transfer to other parts of an organization. Managers can use this information instead of the employee scoring mechanism and also use the information to train talented employees.

“The solution works better than traditional, old-fashioned mechanisms because it is purposeful and focuses on the results that employees achieve when they complete any task or project.”

More advanced artificial intelligence systems can offer interesting and unique solutions. For example, when is the best time to promote a talented employee? To do this, the AI ​​system refers to the data pattern based on which the employees of a company have received points.

Can AI use the right employee scoring strategy?

IBM is one of the leading companies in building management systems for monitoring the performance of employees who use AI. The system, which has been under construction since 2015, seeks to answer whether artificial intelligence can enhance human intelligence so that managers can use their knowledge, experience, and oversight to determine the role and position of employees in an organization.

Of course, IBM’s AI system is more advanced than similar models because it can suggest managers how and when to encourage an important employee who intends to leave the company to persuade the employee to stay in the company and what incentives to retain them. Use your key.

This is what an organization’s human resources managers need to spend a few months trying to find the right answer for.

Using Watson’s AI, an organization’s human resource management department can design, develop, and record programs that evaluate patterns within the IBM repository and predict which employees in an organization will leave shortly. . In the next step, the algorithm suggests a series of necessary precautions such as further training or promotion or even salary increase to prevent the employee or employees who intend to leave the company from their decision.

“No, this is not the case,” said Diane Gerson, IBM’s chief human resources officer, when asked if corporate executives would have to make decisions based on suggestions dictated by intelligent algorithms. Managers who follow the suggestions of the smart algorithm will be more successful in their work.

We have conducted many experiments and collected and evaluated a lot of data from different companies, which show that only a 10% increase in employee salaries by 90% prevents employees or employees of their airline organization from leaving. Managers who disregarded the recommendations of the intelligent system have experienced higher staff turnover rates in their teams.

In other words, the rate of decline was twice as high as for managers who have complied with AI recommendations.

The factor that makes our artificial intelligence system win over traditional managers is the reasons it offers. To convince the managers that the operation of this system is based on real data and scientific methods, we opened the black box and showed our data to these people.

Even with artificial intelligence systems, monitoring and management of employee performance are more with managers.

Managers know the reports they write better than the reports their algorithm wrote. They still have the last word. Sometimes, the manager does not pay attention to the proposal made by the algorithm to retain an employee because there are better reasons than leaving the organization is better, and sometimes the manager knows he has a key force and decides to make more attractive offers.

And give your workforce more motivation to stay in an organization.

“Offers that will go beyond the system’s speculation.”

Sometimes, the manager does not pay attention to the proposal made by the algorithm to retain an employee because there are better reasons than leaving the organization is better, and sometimes the manager knows he has a key force and decides to make more attractive offers.

And give your workforce more motivation to stay in an organization. “Offers that will go beyond the system’s speculation.” Sometimes, the manager does not pay attention to the proposal made by the algorithm to retain an employee because there are better reasons than leaving the organization is better, and sometimes the manager knows he has a key force and decides to make more attractive offers.

And give your workforce more motivation to stay in an organization. “Offers that will go beyond the system’s speculation.”

AI should be used as a team member.

Describing IBM’s AI performance monitoring system, Mark Wengel, a longtime IBM executive who manages a 12-member technical and strategic team in Washington, D.C. . This system does not seek to provide them with dictated commands.

Assessing employee performance on a traditional basis requires reviewing the information contained in the archives, each stored in a different location.

On the other hand, a new intelligent information system provides you with instant information on an employee’s various career and personality angles. This system saves you a considerable amount of time and allows you to be a better manager.

But how do you become a better manager? “When you spend more time meeting with employees and other members of your team and having a constructive exchange with each other.”

Every company is looking for success.

Organizations have to go in the right direction to succeed in business. Performance management helps to use unique talents and skills at the right time and in the right place. Among these, the role of managers as coaches, mentors, talent scouts, and motivators is important.

“Artificial intelligence does a great job of analyzing big data and finding patterns and trends in a wide range of data, but it doesn’t do very well in terms of whether an employee needs the training to get better involved,” says Brian Hancock.

“If you have the purest information in the world, you still need experienced manpower to evaluate it.”

“Getting performance feedback based on real data is a fascinating subject, but to make the strategic decisions that determine an organization’s future, consult with managers who understand your vision and can,” says Diane Gerson.

“It is important to talk to them clearly about your goals.”