AI: the HR revolution

2019 ◽  
Vol 18 (2) ◽  
pp. 52-55
Author(s):  
Fred Gulliford ◽  
Amy Parker Dixon
Keyword(s):  
Human Resources ◽  
Financial Services ◽  
Design Methodology ◽  
Implementation Strategies ◽  
Decision Makers ◽  
Content Type ◽  
True Value ◽  
Initial Implementation ◽  
Single Industry ◽  
And Robotics

Purpose Artificial intelligence (AI) and robotics are already here, influencing almost every single industry in one way or another. Organisational scientists at Qlearsite use AI and machine learning to unleash the business potential languishing in workforce data – something previously unusable because of its format. This paper aims to track the initial implementation of AI up to present day, based on Qlearsite’s corporate experience. Design/methodology/approach Using actual experiences, Qlearsite were tasked with demonstrating how businesses can better understand their workforce, identify performance hurdles and develop strategies to clear them, ultimately improving productivity. Findings While initial implementation strategies may have faced challenges by senior human resources (HR) members across industries, the multiple benefits are evident and measurable against corporate success and productivity levels today. Originality/value Where HR leaders and senior decision-makers struggle to solve ongoing issues, such as absenteeism, an acute problem for the financial services industry. This paper demonstrates the true value of AI, with complex issues solved by data analysis – a monumental and expensive task for any employee to carry out.

How and why to hire a diverse workforce: what you need to know

2016 ◽  
Vol 15 (5) ◽  
pp. 208-213 ◽  
Author(s):  
Kate Brodock ◽  
Geoff Massam
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Decision Makers ◽  
Hiring Practices ◽  
Leadership Roles ◽  
Global Organizations ◽  
Content Type ◽  
Diverse Workforce ◽  
Hiring Decision ◽  
Women In Technology

Purpose The purpose of this paper is to provide suggestions for hiring teams, human resources departments and hiring decision-makers on how to create more diverse hiring practices. Design/methodology/approach The authors will be drawing on their experience in leadership roles running global organizations for women in technology and running technology divisions for one of the world’s largest banks. Findings By instituting one or more of the following recommendations, companies will move towards a higher level of inclusion of diverse candidates. Originality/value Diversity is important!

HR metrics and workforce analytics: it is a journey, not a destination

2019 ◽  
Vol 27 (1) ◽  
pp. 4-6 ◽  
Author(s):  
Subhashini Durai D. ◽  
Krishnaveni Rudhramoorthy ◽  
Shulagna Sarkar
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Design Methodology ◽  
Decision Makers ◽  
Working Environment ◽  
Strategic Decision ◽  
Content Type ◽  
Existing Problems ◽  
Practical Implications

Purpose The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of the best way to recruit, select, train, design, motivate, develop, evaluate, and retain employees at an organization to help achieve its goals more effectively. Design/methodology/approach The first and foremost step to generate metrics and analytics strategies in an organization is identification of existing problems faced by them. Owing to the changing environment and global requirement, the labor measurement also changes. The main focus is on the problems faced by the organization and human resources in the working environment. Findings Through the use of human resources measures and workforce analytics, decision-makers will gain the ability to more effectively manage and improve human resources programs and processes. This in turn improves the effectiveness of the workforce and organizational performance. Practical implications Metrics and analytics is a better problem-solving measure in organizations, because in any situations, decisions are made after analyzing the tactical choices. Social implications The development of effective human resource metrics and workforce analytics is likely to be seen in the future as a very important source of competitive advantage. Originality/value The use of human resource metrics and workforce analytics improves organizational effectiveness and strategic decision-making of managers that positively impact the organization’s performance as a whole.

Feasibility study of automatically performing the concrete delivery dispatching through machine learning techniques

2015 ◽  
Vol 22 (5) ◽  
pp. 573-590 ◽  
Author(s):  
Mojtaba Maghrebi ◽  
Claude Sammut ◽  
S. Travis Waller
Keyword(s):  
Machine Learning ◽  
Human Resources ◽  
Design Methodology ◽  
Machine Learning Techniques ◽  
Mixing Process ◽  
Content Type ◽  
Practical Solution ◽  
Learning Techniques ◽  
Ready Mixed Concrete ◽  
Practical Implications

Purpose – The purpose of this paper is to study the implementation of machine learning (ML) techniques in order to automatically measure the feasibility of performing ready mixed concrete (RMC) dispatching jobs. Design/methodology/approach – Six ML techniques were selected and tested on data that was extracted from a developed simulation model and answered by a human expert. Findings – The results show that the performance of most of selected algorithms were the same and achieved an accuracy of around 80 per cent in terms of accuracy for the examined cases. Practical implications – This approach can be applied in practice to match experts’ decisions. Originality/value – In this paper the feasibility of handling complex concrete delivery problems by ML techniques is studied. Currently, most of the concrete mixing process is done by machines. However, RMC dispatching still relies on human resources to complete many tasks. In this paper the authors are addressing to reconstruct experts’ decisions as only practical solution.

Configurational examination of successful human resources outsourcing

2017 ◽  
Vol 55 (8) ◽  
pp. 1681-1697
Author(s):  
Thuy Thi Thanh Nguyen ◽  
Man-Ling Chang
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Qualitative Comparative Analysis ◽  
Task Interdependence ◽  
It Use ◽  
Research Attention ◽  
Content Type ◽  
Provider Quality ◽  
Core Condition ◽  
Practical Implications

Purpose The causal conditions leading to successful human resources outsourcing (HRO) have until now attracted only limited research attention. To address this shortcoming, the purpose of this paper is to investigate how a firm and a HR provider should work together to ensure successful HRO. Design/methodology/approach By applying a fuzzy-set qualitative comparative analysis, the authors demonstrate how combining in different ways provider quality, business understanding, trust, and closed HRO networks can lead to HRO success. In addition, this study compares the causal combinations between cases with differing levels of HR-task interdependence and IT use. Findings The results of this study reveal three common solutions that lead to successful HRO from both economic and relational viewpoints. The findings also indicate that, from an economic viewpoint, trust is a core condition for achieving HRO success. Moreover, HR-task interdependence and IT use alter the number of solutions and the conditions for attaining HRO success. Practical implications Based on the solutions proposed herein, firms can consider different ways to achieve HRO success under diverse conditions. Originality/value This work also contributes to building new theories regarding HRO, trust, knowledge sharing, and IT use.

Size does matter – span of control in hospitals

2017 ◽  
Vol 31 (2) ◽  
pp. 192-206 ◽  
Author(s):  
Christina Holm-Petersen ◽  
Sussanne Østergaard ◽  
Per Bo Noergaard Andersen
Keyword(s):  
Design Methodology ◽  
Hospital Staff ◽  
Leadership Capacity ◽  
Decision Makers ◽  
Span Of Control ◽  
Content Type ◽  
Frontline Leaders ◽  
Practical Implications

Purpose Centralization, mergers and cost reductions have generally led to increasing levels of span of control (SOC), and thus potentially to lower leadership capacity. The purpose of this paper is to explore how a large SOC impacts hospital staff and their leaders. Design/methodology/approach The study is based on a qualitative explorative case study of three large inpatient wards. Findings The study finds that the nursing staff and their frontline leaders experience challenges in regard to visibility and role of the leader, e.g., in creating overview, coordination, setting-up clear goals, following up and being in touch. However, large wards also provide flexibility and development possibilities. Practical implications The authors discuss the implications of these findings for decision makers in deciding future SOC and for future SOC research. Originality/value Only few studies have qualitatively explored the consequences of large SOC in hospitals.

How “The Three Rules” guide strategy and investment decisions at Deloitte Consulting LLP

2015 ◽  
Vol 43 (3) ◽  
pp. 7-14 ◽  
Author(s):  
Jim Moffatt
Keyword(s):  
Design Methodology ◽  
Large Scale ◽  
Investment Decisions ◽  
Decision Makers ◽  
Research Project ◽  
Content Type ◽  
First Case ◽  
Practical Implications ◽  
Thought Leadership

Purpose – This case example looks at how Deloitte Consulting applies the Three Rules synthesized by Michael Raynor and Mumtaz Ahmed based on their large-scale research project that identified patterns in the way exceptional companies think. Design/methodology/approach – The Three Rules concept is a key piece of Deloitte Consulting’s thought leadership program. So how are the three rules helping the organization perform? Now that research has shown how exceptional companies think, CEO Jim Moffatt could address the question, “Does Deloitte think like an exceptional company?” Findings – Deloitte has had success with an approach that promotes a bias towards non-price value over price and revenue over costs. Practical implications – It’s critical that all decision makers in an organization understand how decisions that are consistent with the three rules have contributed to past success as well as how they can apply the rules to difficult challenges they face today. Originality/value – This is the first case study written from a CEO’s perspective that looks at how the Three Rules approach of Michael Raynor and Mumtaz Ahmed can foster a firm’s growth and exceptional performance.

Jumping to conclusions – an analysis of the NBA Draft Combine athleticism data and its influence on managerial decision-making

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tobias Berger ◽  
Frank Daumann
Keyword(s):  
Decision Making ◽  
Design Methodology ◽  
Predictive Power ◽  
Principal Component ◽  
Decision Makers ◽  
Decision Quality ◽  
Managerial Behavior ◽  
Managerial Decision ◽  
Content Type ◽  
Selection Behavior

PurposeThe NBA Draft policy pursues the goal to provide the weakest teams with the most talented young players to close the gap to the superior competition. But it hinges on appropriate talent evaluation skills of the respective organizations. Research suggests the policy might be valid but to date unable to produce its intended results due to the “human judgement-factor”. This paper investigates specific managerial selection-behavior-influencing information to examine why decision-makers seem to fail to constantly seize the opportunities the draft presents them with.Design/methodology/approachAthleticism data produced within the NBA Draft Combine setting is strongly considered in the player evaluations and consequently informs the draft decisions of NBA managers. Curiously, research has failed to find much predictive power within the players pre-draft combine results for their post-draft performance. This paper investigates this clear disconnect, by examining the pre- and post-draft data from 2000 to 2019 using principal component and regression analysis.FindingsEvidence for an athletic-induced decision-quality-lowering bias within the NBA Draft process was found. The analysis proves that players with better NBA Draft Combine results tend to get drafted earlier. Controlling for position, age and pre-draft performance there seems to be no proper justification based on post-draft performance for this managerial behavior. This produces systematic errors within the structure of the NBA Draft process and leads to problematic outcomes for the entire league-policy.Originality/valueThe paper delivers first evidence for an athleticism-induced decision-making bias regarding the NBA Draft process. Informing future selection-behavior of managers this research could improve NBA Draft decision-making quality.

G-GERT network model of online public opinion reversal based on kernel and grey degree

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuli Yan ◽  
Xiangyan Zeng ◽  
Pingping Xiong ◽  
Na Zhang
Keyword(s):  
Public Opinion ◽  
Network Model ◽  
Design Methodology ◽  
Average Frequency ◽  
Decision Makers ◽  
Content Type ◽  
Gert Network ◽  
Frequency Probability ◽  
And Control ◽  
Difficult Issue

PurposeIn recent years, online public opinion reversal incidents have been occurring frequently, which has increased the complexity of the evolution of online public opinion, and they have become a difficult issue for public opinion management and control. It is of great significance to explore the regularity of online public opinion reversal.Design/methodology/approachCombined with the grey characteristics of online public opinion information, a grey graphical evaluation review technique (G-GERT) network model is constructed based on kernel and grey degree, and the frequency, probability and time of online public opinion reversal nodes are calculated using C-marking method and Z-marking method.FindingsThroughout the online public opinion reversal events, there are all repeated outbreak nodes occurring, so the authors regard the repeated occurrence of outbreak nodes as reversal. According to the average frequency, probability and time of repeated outbreak nodes in the G-GERT network model, the authors predict the corresponding key information of reversal. It can simulate the evolution process of public opinion events accurately.Originality/valueThe G-GERT network model based on kernel and grey degree reveals the regulation of public opinion reversal, predicts the frequency, probability and time of reversal nodes, which are the most concerned and difficult issues for decision-makers. The model provides the decision basis and reference for government decision-making departments.

Human resources competencies: a key scale to assess HRCs, including items in knowledge business, functional expertise and managing change

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Three Dimensions ◽  
Future Research ◽  
Content Type ◽  
Managing Change ◽  
Industrial Town ◽  
Appropriate Scale ◽  
Hr Competencies

Purpose The purpose was to produce a standardized tool in the form of a questionnaire to measure HR competencies Design/methodology/approach The authors collected data from 234 managers and experts in human resources of selected firms existing in the Yazd Industrial Town. A questionnaire was developed to assess HRCs. Findings The paper produced a key scale for assessing HRCs in three dimensions: knowledge business, functional expertise and managing change. Two items of the original 33 were dropped as they were found to be unreliable Originality/value The authors believed the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research and also in organizations in Iran.

Human sensitivity towards nature: Eastern and Western perspectives

2015 ◽  
Vol 12 (3) ◽  
pp. 172-182 ◽  
Author(s):  
Anne K. Randerson
Keyword(s):  
Comparative Literature ◽  
Design Methodology ◽  
Positive Influence ◽  
Human Beings ◽  
Basic Difference ◽  
Content Type ◽  
True Value ◽  
Human Situation ◽  
Conceptual Paper ◽  
The Universe

Purpose – The purpose of this paper is to focus on the religious and philosophical ways humans view nature, and how we perceive and treat our planet, including all its living entities. Its purpose is to make a positive influence on individuals living in the Eastern and Western hemispheres, so that those who are unaware may be given an unexpected glimpse at our current human situation, which appears increasingly discouraging with regard to sensitivity towards nature. Design/methodology/approach – By offering a subtle, insightful view of human nature and its connection to religion and the universe, rather than facts and statistics on pollution alone, this conceptual paper introduces theoretical and philosophical discussions from comparative literature as well as narratives from actual interviews conducted in Japan. Findings – As human beings, we need to better define our position in this world, in order to learn to appreciate the true value of our own existence. With regard to the question of where humans lie in nature, a basic difference exists between Asian and Western views. The Asian view of nature has traditionally regarded humans and the universe as continually interacting together – human beings are an integral part of life. This differs from the basic Western notion of humans and nature comprising two separate, opposing elements. Originality/value – This paper offers readers a deeper understanding of how humans feel and perceive nature, to help them realize how urgent it is for us to respect our natural resources on Earth.

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