Part of my continuous learning, collaboration, and contribution is a comprehensive resource list, updated monthly. It includes four categories: strategic thinking, practical advice, product reviews, and a social context.
I want to help organizations to evaluate AI concerning Ethics, or metaphorically, to assist them in knowing how to interview AI, just as they know how to interview their candidates and employees. I’m creating a comprehensive resource list that will be updated monthly.
In part 1 of this article, I called HR leaders to start the journey to AI by understanding five themes: What AI is – or isn’t? How accurate is AI? Why AI prone to bias? How should people react to AI? How legal frameworks deal with AI? In this part of the article, I discuss the last two themes.
To face both technical and social difficulties related to AI, every HR leader should start understanding 5 themes: What AI is – or isn’t? How accurate is AI? Why AI prone to bias? How people react to AI? How legal frameworks deal with AI? This part discusses the first 3 themes.
You can’t evaluate AI solutions without understanding the basics of practical machine learning and predictive analytics. You don’t have to be a data scientist for that. It’s like driving a car – you don’t need to be a mechanical engineer to buy or drive your car.
My Intellectual adventure on the first day of Unleash Amsterdam 2018 was focused on global trend of the HR-Tech market, the point of view of organizations that embrace new technologies, and People Analytics practitioners who oversee the adoption of innovation.
Employees and candidates will judge employers, in addition to Employee Experience perceptions, by employer ethics in data management, and when feeling secure, they’ll be more receptive and enthusiastic to participate and cooperate with AI and ML to influence their career path.