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HRCI

The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, ...more


HSRM Traininng.com LLC is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. ?
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview

It would take weeks to gather and analyze the same quantity of data manually that AI processes can accomplish in seconds. In today’s fast-moving business environment, speed is critical for the following reasons:

  • Empowering faster decisions at the right times to generate business opportunities
  • Getting accurate information quickly
  • Facilitating pattern recognition to spot trends
  • Accelerating all company processes
  • Learning from past mistakes and successes

Artificial intelligence comes in narrow and strong levels, but most AI systems can be classified into three categories: voice recognition, bots, and algorithms. There are actually many kinds of artificial intelligence that can range from calculating auto immune system performance to automating physical systems, but the three major areas that concern HR are voice recognition, robot automation, and algorithms. 

Most research suggests that there is little to fear from intelligent AI systems developing human traits like love, hate, greed, and ambition because these are human emotions. Narrow-based AI functions are ideal for compiling data in HR systems such as verifying information, researching specific areas, and solving other task-specific problems.

  • Voice Recognition

This type of AI can convert text into words and vice versa, search Internet sites, videos, podcasts, and broadcasts for key phrases and subjects and deliver the information automatically to other analytic programs and on-demand in the preferred format of speech or text. 

Your AI personal assistants usually employ this technology. The primary function of voice recognition, however, is to trigger actions based on voice commands, such as opening a file, website, or program, adjusting environmental controls, controlling household and office devices, and other simple command functions.

  • Bots 

The major search engines employ bots to search the Internet for keyword phrases. The usefulness of bots extends to learning, chatting, asking questions, giving directions, recalculating routes, and other useful functions. Car navigation systems typically use these artificial intelligence systems. 

Current AI systems can learn, but they have a long way to go before they can solve complex logic problems. Even the simplest decision involves thousands of variables, but consider how often you look for a single dataset to solve complex logic problems. AI can accelerate finishing repetitive searching tasks exponentially.

  • AI Algorithms

AI algorithms are step-by-step instructions that guide AI functions. Sophisticated algorithms can be set to automate many HR functions such as gathering business intelligence, disseminating information to the right stakeholders, monitoring key performance benchmarks, and tracking outside interests and social media activity of employees and recruitment prospects.

Data collection is critical for HR, and AI software can automate complex tasks such as gathering information from multiple contact points, segregating employees and HR problems into profiles, and training teams to use data to the fullest potential. The HR benefits of artificial intelligence include:

  • Empowering virtual assistants through data collection and distribution
  • Increasing employee skills for maximum efficiency in assignments requiring cross-training abilities
  • Organizing statistics based on different stakeholder needs
  • Managing workflows through automation, regulation, and conditional situations

Why you should Attend

HR hiring managers can become company strategists and coaches while AI handles routine tasks in seconds that used to take managers hours to perform.

For example, an HR recruitment manager might need to research a prospect’s salary history, performance ranking, recent job offers, and other criteria such as whether the company can offer a competitive compensation package. AI can collate this information in seconds.

A supervisor with AI skills can sign off on job offers faster and forward them to the next level in the decision-making process.

AI programs offer HR departments ways to train their staff, earn certifications, cross-train and learn new skills. An intuitive AI program allows people to work at their own speeds, but a really great program can encourage faster development by introducing rewards and incentives based on each worker’s profile. People who are struggling with a skill or concept can be referred to outside resources or a human mentor.

Machine learning is one of the most exciting areas of AI development for HR. Artificial intelligence that can learn and grow offers tremendous potential for developing new people management strategies and proactively anticipating business goals.

Artificial intelligence can handle many of your employees’ routine requests about the organization’s policies and benefits, but a learning AI could recommend training programs and external events that would interest an employee for better holistic management.

Areas Covered in the Session

  • What is Artificial Intelligence?
  • What are the risks of AI?
  • Ai tools you can use right now
  • AI tools for the future
  • How to adopt AI in your HRIS 
  • Data-Driven HR

Who Will Benefit

  • Human Resource Managers
  • HR Leaders at all levels
  • Operational managers who have HR responsibilities
  • Senior-level Human Resource leaders 

Speaker Profile

Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which places its’ emphasis on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.

Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.

He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute. He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.

Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program and well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.