The recent launch of Google's Bard brought another tech giant into the generative artificial intelligence space, alongside Microsoft's Bing chat and OpenAI's ChatGPT. But how many business leaders are currently using AI tech in day-to-day operations or plan to? Based on new research, a lot. Half of the companies ResumeBuilder surveyed in February said they are using ChatGPT; 30% said they plan to do so. The data included 1,000 responses from the ResumeBuilder's network of business leaders.

Machine learning has changed the way businesses plan, work and breathe! It's been here for quite some time now, and the estimated boost in productivity with its implementation has already touched 54%. While it ostensibly risks many jobs, it is here to give. Machine learning and automation are helping industries (healthcare, logistics, and more) gear up for digital transformation more enthusiastically than ever – and it still looks like the beginning. HR automation is one of the buzzwords in the business world that's been headlining with machine learning for quite some time now.

Human Resources (HR) departments play a critical role in managing an organization's most valuable asset -- its people. From recruiting new talent to managing employee benefits and compensation, HR teams are responsible for ensuring a company's workforce is engaged, productive, and motivated. HR departments can now leverage AI tools like ChatGPT to streamline their processes and achieve greater efficiency. ChatGPT can be a powerful tool for HR professionals in a variety of ways, including automating repetitive tasks, providing real-time support to employees, and enhancing the overall employee experience. Let's dive into some specific use cases for ChatGPT in human resources and talk about the benefits these types of language models can bring to HR departments and organizations as a whole.

Employee attrition is an important and complex problem that can directly affect an organisation's competitiveness and performance. Explaining the reasons why employees leave an organisation is a key human resource management challenge due to the high costs and time required to attract and keep talented employees. Businesses therefore aim to increase employee retention rates to minimise their costs and maximise their performance. Machine learning (ML) has been applied in various aspects of human resource management including attrition prediction to provide businesses with insights on proactive measures on how to prevent talented employees from quitting. Among these ML methods, the best performance has been reported by ensemble or deep neural networks, which by nature constitute black box techniques and thus cannot be easily interpreted. To enable the understanding of these models' reasoning several explainability frameworks have been proposed. Counterfactual explanation methods have attracted considerable attention in recent years since they can be used to explain and recommend actions to be performed to obtain the desired outcome. However current counterfactual explanations methods focus on optimising the changes to be made on individual cases to achieve the desired outcome. In the attrition problem it is important to be able to foresee what would be the effect of an organisation's action to a group of employees where the goal is to prevent them from leaving the company. Therefore, in this paper we propose the use of counterfactual explanations focusing on multiple attrition cases from historical data, to identify the optimum interventions that an organisation needs to make to its practices/policies to prevent or minimise attrition probability for these cases.

With the release of OpenAI's ChatGPT, many people wonder what jobs will be affected by this new technology. Artificial intelligence (AI) has the potential to streamline and make many jobs more efficient, but some improvements might make certain jobs unnecessary. Here's a look at the different tasks artificial intelligence in on track to handle, if not already, with a focus on how these new AI tasks influence the job market. If you're interested in investing with AI and, you can get started by downloading Q.ai today. ChatGPT is an example of a natural language processing (NLP) AI, which relies on deep learning to understand and interact with human text.

If you're worried about losing your job to AI, you're not alone. What fields are already being impacted by the growth of AI, and which jobs might be in danger? With the release of OpenAI's ChatGPT, many people wonder what jobs will be affected by this new technology. Artificial intelligence (AI) has the potential to streamline and make many jobs more efficient, but some improvements might make certain jobs unnecessary. Here's a look at the different tasks artificial intelligence in on track to handle, if not already, with a focus on how these new AI tasks influence the job market.

A human resources department that manages a range of duties from strategic planning, employee welfare, and preserving employee branding is crucial for practically all firms throughout the world. The HR department is always working on a variety of projects that have to do with developing hiring strategies, employee training, payroll, employee welfare, and other things. However, it is challenging for HR professionals to keep up with the pace and manage all the tasks with the growing employee strength and strong attention to keeping the company's identity. In this situation, technology has become the HR department's saviour. There are excellent opportunities to considerably reduce the HR effort given the current need for AI and automation for recruiting and employee engagement activities.

To help you get a glimpse into how HR departments are leveraging AI, we asked business leaders and HR professionals this question for their best insights. From using chatbots for applicant engagement to creating bias-free communication, there are several ways that companies have been leveraging AI that may inspire you to implement AI into your organization's HR department. Leveraging chatbots within your organization can help HR not only prior to a new hire but also with current employees. First, the use of chatbots to engage with candidates during the recruitment process as well as for screening and assessing candidates during recruitment will make the job of HR much easier. Current employees can use company chatbots to look up information such as company policies or best practices and also for employee self-service, such as changing benefits or requesting time off.

Recently, Harvard Business Review (HBR) published an article on people analytics titled "Are People Analytics Dehumanizing Your Employees?" In the article, the authors provide a bleak and one-dimensional view of people analytics that, if not seen in context, will damage the field and dilute the current and potential contribution that people analytics can make to HR. In this article, we want to debunk the four things we believe HBR got wrong about people analytics. These misconceptions are dangerous to the field. They could set back much of the progress we have made in Human Resource Management over the past decade.

Analysts predict a boom in the industrial robotics sector, projected to grow from $16 billion to $37 billion over the next 10 years. Global X's Robotics, an exchange-traded fund focusing on bots in business, more than doubled its 10-year growth forecast, citing 2022 as "that key inflection point." AI-based solutions already respond to calls, provide customer service, operate as cashiers, and assist HR departments in their hiring processes. But future applications of AI technology will include more than just basic tasks. For example, AI could anticipate when an employee is preparing to hand in their two weeks' notice.