Utilitarian games such as dictator games to measure fairness have been studied in the social sciences for decades. These games have given us insight into not only how humans view fairness but also in what conditions the frequency of fairness, altruism and greed increase or decrease. While these games have traditionally been focused on humans, the rise of AI gives us the ability to study how these models play these games. AI is becoming a constant in human interaction and examining how these models portray fairness in game play can give us some insight into how AI makes decisions. Over 101 rounds of the dictator game, I conclude that AI has a strong sense of fairness that is dependant of it it deems the person it is playing with as trustworthy, framing has a strong effect on how much AI gives a recipient when designated the trustee, and there may be evidence that AI experiences inequality aversion just as humans.

This is not Beamery's first audit of its AI tools. It conducted internal audits to test for compliance with General Data Protection Regulation, the 2016 European Union law that protects consumer identity and privacy. For AI anti-bias audits that fall under the New York City law, Beamery sought to test how its talent acquisition tools handle a potential job candidate's gender and ethnicity during the recruitment process. The first audit took place in the summer followed by a month-long audit in October.

Anand is the CEO & Product Owner at Amoeboids. The overnight changes the pandemic brought to work life over two years ago would have been a lot more difficult if not for digital tools. Employees appear to agree; according to an Oracle and Workplace Intelligence report, 82% of employees surveyed believed AI can support their careers better than humans, and a whopping 85% wanted technology to help define their future. But what is HR's role in this? Using people analytics in HR functions can bring about positive change--but only if employers cultivate the right approach for their organization.

Artificial intelligence will continue to play a greater role in how work gets done … HR TechnologyAI and machine learningLeadershipCommunication …

When Jahanzaib Ansari was looking for work in 2016, his resume was not the problem. Despite a CV boasting experience as a programmer and attending the University of Toronto, Ansari's job search soon hit a dead end. At the suggestion of a friend, he changed his first name on his resume and saw almost immediate results. "I wouldn't hear back from employers until my [colleague] said, 'Why don't you just Anglicize it?' I went with variations of Jason, Jordan, Jacob, and literally in four to six weeks, I got a job," says the CEO of Knockri, a technology firm that created an artificial intelligence tool that aims to reduce bias in the hiring process.

Every department in a company has its own challenges. In the case of Human Resources, recruitment and onboarding processes, employee orientations, process paperwork, and background checks is a handful and many a time painstaking – mostly because of the repetitive and manual nature of the work. The most challenging of all is engaging with employees on human grounds to understand their needs. As leaders today are observing the AI revolution across every process, Human resources is no exception: there has been a visible wave of AI disruption across HR functions. According to an IBM's survey from 2017, among 6000 executives, 66% of CEO's believe that cognitive computing can drive compelling value in HR while half of the HR personnel believe this may affect roles in the HR organization.

Every department in a company has its own challenges. In the case of Human Resources, recruitment and onboarding processes, employee orientations, process paperwork, and background checks is a handful and many a time painstaking – mostly because of the repetitive and manual nature of the work. The most challenging of all is engaging with employees on human grounds to understand their needs. As leaders today are observing the AI revolution across every process, Human resources is no exception: there has been a visible wave of AI disruption across HR functions. According to an IBM's survey from 2017, among 6000 executives, 66% of CEO's believe that cognitive computing can drive compelling value in HR while half of the HR personnel believe this may affect roles in the HR organization.

My Ally, the world's only Talent Lifecycle Management (TLM) software provider for fast-growth companies and enterprise businesses, will be showcasing the Artificial Intelligence enabled Source-to-Retain platform at the Gartner ReimagineHR Conference, taking place October 28-30, 2019 in Orlando, Florida. As Talent Acquisition and HR Teams continue to report pains associated with finding, hiring, and onboarding the best talent quickly, the costs for these critical functions in organizations continue to rise. The Society for Human Resource Management states that the average cost to hire an employee in the United States is $4,129, with an average of about 42 days to fill a position. "We started My Ally with the vision of transforming the way companies all over the world discover, hire, and retain talent," said Deepti Yenireddy, CEO and Founder of My Ally. "We know there is a lot of efficiencies and improvements that AI can offer, and we believe Human Resources should be leaders in ushering in the AI assistants and bots to their organizations. We believe AI needs HR, not the other way around."

HR executives and organizational leaders are sure that merging HR analytics and HR functions like administration and onboarding with artificial intelligence can and will change the overall experience of the employees as well as the HR executives. In fact, company owners and CEOs of several companies are investing in merging cognitive computing with different functionalities of HR. They have high expectations for their success. The total expenditures of integrating artificial intelligence to HR analytics is expected to rise from $8 billion in the year 2016 to $47 billion in the year 2020. A recent survey by Information of Business Management has found that half of the recruiters, HR representatives and CEOs have already recognized and anticipated the future of HR analytics.

Artificial Intelligence is all about creating smart algorithms that mimic the human brain and make use of data to reach logical decisions, provide insights and predictions. AI is playing a significant role in the field of Human Resources. The constant need for human touch in each of the HR processes make way for the implementation of AI. AI is revolutionizing how recruitments are done, training is imparted, and data is used to derive people analytics. It is helping HR professionals smartly automate repetitive actions while allowing them with the bandwidth to focus on more strategic tasks that need human intervention. "AI is an accelerator – it allows us the ability to ingest a variety of data and provide context to a decision-maker or employee or business leader.