In this course, you will learn about Artificial Intelligence and Machine Learning as it applies to HR Management. You will explore concepts related to the role of data in machine learning, AI application, limitations of using data in HR decisions, and how bias can be mitigated using blockchain technology. Machine learning powers are becoming faster and more streamlined, and you will gain firsthand knowledge of how to use current and emerging technology to manage the entire employee lifecycle. Through study and analysis, you will learn how to sift through tremendous volumes of data to identify patterns and make predictions that will be in the best interest of your business. By the end of this course, you'll be able to identify how you can incorporate AI to streamline all HR functions and how to work with data to take advantage of the power of machine learning.

This specialization will provide learners with the fundamentals of using Big Data, Artificial Intelligence, and Machine Learning and the various areas in which you can deploy them to support your business. You'll cover ethics and risks of AI, designing governance frameworks to fairly apply AI, and also cover people management in the fair design of HR functions within Machine Learning. You'll also learn effective marketing strategies using data analytics, and how personalization can enhance and prolong the customer journey and lifecycle. Finally, you will hear from industry leaders who will provide you with insights into how AI and Big Data are revolutionizing the way we do business. By the end of this specialization, you will be able to implement ethical AI strategies for people management and have a better understanding of the relationship between data analytics, artificial intelligence, and machine learning. You will leave this specialization with insight into how these tools can shape and influence how you manage your business.

Every industry is being transformed by Artificial Intelligence owing to its sophisticated capabilities and thorough data analysis. AI may help organizations in a variety of ways. Because AI is a larger technology, its commercial benefits are limitless. AI is capable of controlling corporate process automation as well as accumulating data analysis findings. Many global corporations are providing AI courses to improve employee and customer engagement.

To many, artificial intelligence (AI) presents an almost endless sea of opportunity. But if AI scares you, you're not alone. As consumers, as employers, and simply as people, the concept of replacing humans with robots in any capacity can feel uncomfortable. Steven Spielberg signed all of us up for some deep soul-searching in 2001's AI. The film questions just what distinguishes humans from machines and if we can ever bridge that gap.

"Every engineering domain I spent enough time on has become my favorite at a certain point in my career", says Bulent. "Yet, that never stopped me from exploring, jumping from one technology stack to another, to keep learning and enhancing my skill set and knowledge." At the start of his career, Bulent and a team of skilled software engineers developed a suite of MS Office alternatives which was eventually launched under the name Corel Home Office. Some interesting facts about his career - Bulent helped build the popular CorelDraw Graphics Suite and even worked as a sales manager at FADATA, a front-office insurance software vendor. "I always strive to break out of my comfort zone by challenging myself with projects that are fresh and unconventional", smiles Bulent.

The average Human Resources (HR) team is sitting on a data gold mine, which is the theme of my new book'Data-Driven HR'. Plus, in addition to traditional HR data sets, companies can now collect so much more data – scanning social media data, for instance, or analyzing the content of emails to gauge employee sentiment. Using HR data can be legally and ethically challenging, but incredibly valuable – probably the greatest asset the HR team has. Because when HR data is used to improve decisions, make employees happier, and optimize processes, it adds value to the company. In the past, a lot of HR data went unused or, if it was used, it was put into charts and tables for something like a corporate performance pack.

For most of the businesses, the role of data in planning, operations and strategy is not just about competitive differentiator, but more about competitive necessity to survive in today's cutthroat business ecosystem. Computer and data driven (predictive) analytics are extensively powering most of the critical business decisions in finance, marketing, customer support and sales. However, data analytics today doesn't come into action when it comes to managing people and making decisions as how we attract, grow, retain and motivate our people. Also, many companies refrain from using data for addressing critical concerns like which team is likely to have performance problems and the reasons behind those issues? How to improve managerial efficiency?

With technology rapidly redesigning almost every aspect of our lives, it should come as no surprise that people management too is in the midst of a technical revolution. While analytics, workflow tools etc. have evolved rapidly and are being embraced by most organizations, the leap into artificial intelligence is going to be have to be a more considered and supported one. As employees become more familiar with chat options in their daily lives, as consumers, the prospect of interacting regularly for basic HR issues and queries with a chatbot becomes more accepting. In the past, many HR teams have experimented with automated phone lines for these simple queries but with mixed success, owing to the limited capabilities of helplines and automated messaging. The personalization and intelligence capabilities of chatbots, should in design, help overcome some of those challenges.

Machine learning presents an opportunity for companies to efficiently and effectively complete structured back-office tasks. It also has the power to help managers perform their work at a higher level, and as a result, improve employee performance and engagement. People management is rife with trouble zones, according to a VentureBeat article by BetterWorks CEO and Co-founder Kris Duggan, from ineffective performance management processes to inherent biases that strain workplace relations and stagnate development and advancement for diverse employee groups. Smart machines could mitigate those issues. Duggan cited Accenture, SAP and Deloitte as companies that have done away with traditional performance management systems that included features like rankings in favor of technology to improve transparency around employee performance evaluations.

Machine learning is rapidly infiltrating today's workplace, in businesses of all shapes, sizes and industries -- and it's here to stay. In fact, so far in 2016 over 200 AI-focused companies have raised nearly $1.5 billion in funding, and equity deals to startups in AI increased 6x from roughly 70 in 2011 to almost 400 in 2015. Large companies like Google, Microsoft, and Amazon have already begun to build their machine learning capabilities to handle large data sets and recognize patterns. But an area that machine learning hasn't yet fully infiltrated -- and one that it has the ability to transform -- is people management. In fact, 55 percent of organizations still report being weak at using HR data to predict workforce performance and improvement.