As the world becomes increasingly competitive, companies need to have a robust human capital management strategy in place. Allerin, a leading technology company, has developed an AI-based solution for Human Capital Management Automation (HCMA®) that can help businesses streamline their HR processes, optimize their workforce, and make data-driven decisions.
HCMA® is an advanced solution that uses artificial intelligence techniques, including natural language processing and knowledge graphs, to detect, infer, and analyze skills data. It collects and maintains data consistently, improves matching within talent acquisition tools, and provides recommendations for learning content. Additionally, it optimizes workforce scheduling, project assignments, and sprint planning.
HCMA® leverages standard competency frameworks, taxonomies, skills assessments, and skills repositories as starting points when available. It can also incorporate data sources unique to your enterprise, allowing for a more customized approach. HCMA® can infer skills and capabilities when they are not explicitly stated or cataloged, making it easier to identify the right candidates for open positions, optimize workforce assignments, and plan for future hiring needs.
The benefits of HCMA® are numerous. It helps businesses optimize their workforce by improving scheduling, project assignments, and sprint planning. It can also provide recommendations for learning content to help employees upskill and reskill. HCMA® can incorporate labor market data and enable critical workforce segment analysis for strategic workforce planning. By automating HR processes, HCMA® allows HR professionals to focus on more strategic tasks, such as attracting and retaining top talent. Finally, HCMA® can help reduce bias in hiring by using data-driven techniques to match candidates with job requirements, ensuring that the best candidate is selected for the job.
HCMA® offers following feature to cover various use cases:
Adaptive Learning is a powerful feature that helps organizations deliver personalized and compelling learning experiences to their employees. It combines skills assessment, gamification, and personalized content recommendations to help employees achieve the next skill level.
This feature works by first assessing the employee's current skill level through a variety of assessments, including quizzes, games, and other interactive activities. Based on the results of these assessments, the system recommends specific learning content that has been shown to help other employees with similar skill levels achieve the next level of proficiency.
Adaptive Learning is especially useful in job contexts or for technical skills that require a specific set of competencies. Providing personalized recommendations that are tailored to an employee's unique learning needs, this feature can help employees acquire the skills they need to succeed in their roles.
HCMA®'s AI-Enabled Candidate Assessments are disrupting the hiring process with its advanced artificial intelligence! This revolutionary feature leverages cognitive traits, behavior patterns, emotions and personality to deliver a psychometric assessment far beyond traditional surveys.
Organizations can now benefit from a comprehensive assessment process that goes beyond the conventional methods. Leveraging AI technologies, video interviews, games and puzzles are used to learn more about candidates' cognitive traits or emotions in order gain deeper insights into their capabilities. Such data is put through an advanced combination of natural language processing, machine learning and deep learning algorithms for precise analysis – allowing companies to better monitor applicant performance during hiring processes.
AI-Enabled Candidate Assessments give organizations an edge when considering new hires, providing a comprehensive look into the candidate’s makeup. These assessments draw insights from actual responses rather than relying on self-reported data which may be unreliable or misleading; offering more accuracy and objectivity for true insight into potential employees.
Organizations can save time and resources by utilizing the AI-Enabled Candidate Assessments feature to automate their assessment process. Instead of manually reviewing surveys or conducting in-person assessments, this cutting-edge technology provides an efficient way to accurately analyze a large volume of video interviews with unprecedented results! Furthermore, employers will be able to identify top talent that may have gone undetected using traditional methods; these candidates could end up excelling in unexpected ways thanks to the ability of algorithms to take into account cognitive traits, behaviors, emotions and personality when making judgments.
The "Bias Detection" feature of HCMA® is designed to address the issue of unconscious bias in hiring and performance evaluations. Unconscious bias refers to the unintentional and automatic preferences, assumptions, or stereotypes that people hold about certain groups of people, which can influence their judgments and decision-making.
This feature works by using natural language processing (NLP) techniques to analyze job descriptions, employee recognition or performance feedback for any potentially biased language or phrases. The NLP algorithms are trained on large datasets of job descriptions and performance reviews, which helps them recognize patterns of language that are commonly associated with bias.
The benefits of the Bias Detection feature are numerous. First and foremost, it can help organizations reduce the impact of unconscious bias on their hiring and performance evaluation processes. By identifying and removing biased language from job descriptions and performance feedback, organizations can improve the diversity and inclusivity of their workforce.
Moreover, this feature can also help organizations avoid legal challenges related to discrimination in hiring and performance evaluations. By proactively detecting and addressing potential biases in their language, organizations can demonstrate a commitment to fair and equitable practices.
HCMA®'s Candidate Profile Enhancement (Sourcing) feature offers recruiters an innovative way to source the best talent for their organization. It enriches candidate profiles using publicly available data from various sources including social media, patents, research and news articles plus GitHub. What's more is that it includes predictive analytics which could determine a potential employee’s likelihood of changing jobs or disclosing gender/race - perfect for those seeking greater diversity in hiring processes! Tailored recruiting campaigns can be created with the tool understanding a person’s background skillset and interests better than ever before – giving employers increased chances at creating successful hires
The feature works by leveraging advanced data analytics and machine learning algorithms to automatically search and gather relevant information about a candidate from a wide range of sources. The collected data is then analyzed, and the insights are presented in a clear and concise manner, making it easier for recruiters to understand the candidate's profile and suitability for a particular job.
By utilizing Candidate Profile Enhancement (Sourcing), companies can quickly and efficiently source the right applicants for available roles, providing a comprehensive look into who they are. Additionally, this resource has the possibility to revolutionize hiring practices by promoting more diverse and inclusive recruitment - leading to greater innovation as well as improved business results.
Recruiters and hiring managers need to quickly separate the best-fit candidates from the rest for any job opening. That’s why Candidate Ranking is vital - it uses a combination of AI techniques and machine learning algorithms to assess an applicant's profile against criteria such as education, work experience, abilities, etc., while also evaluating how past applicants with similar profiles performed in order to better predict who will excel at this role.
The benefits of the Candidate Ranking feature are many. First and foremost, it saves recruiters and hiring managers a significant amount of time and effort by automating the candidate screening and selection process. This means they can focus on other important tasks such as interviewing, negotiating offers, and onboarding.
Additionally, the feature helps to reduce bias in the hiring process by using objective criteria and data to evaluate candidates. This helps to ensure that the best candidates are selected based on their qualifications, rather than on subjective factors such as personal preferences, unconscious bias, or stereotypes.
HCMA®'s Employee Flight Risk Analysis offers invaluable insights to help companies detect and prevent rising attrition rates. A thorough analysis of organizational dynamics can calculate an individual score, empowering organizations with the knowledge they need to proactively moderate employee flight risk before it becomes a problem.
The feature works by using various techniques, such as simple regression or survival analysis, to identify key factors that may be contributing to employee turnover. This analysis may take into account a wide range of variables, including job satisfaction, compensation, work-life balance, and other factors that may impact an employee's decision to stay with an organization.
The benefits of the Employee Flight Risk Analysis are numerous. By identifying employees who may be at a higher risk of leaving, companies can take proactive measures to retain these employees, such as offering promotions, improving work conditions, or providing additional training and development opportunities. This can not only improve employee retention rates but also help organizations save money by reducing the costs associated with employee turnovers, such as recruitment and training expenses. Overall, this feature is an essential tool for companies looking to create a more stable and engaged workforce.
The "Employee Well-Being and Inclusion Analysis" is a powerful tool provided by HCMA® that enables organizations to identify and address employee well-being, corporate culture, and inclusion issues. This feature works by using text analytics to extract insights from various data sources, such as employee feedback, social media, and workplace analytics. It may also use network analysis to uncover imbalances in workload and detect toxic behaviors that negatively impact team performance.
HCMA® can give organizations a powerful advantage by providing impactful insights from data analysis. With this feature, businesses are able to identify areas of improvement related to toxic behaviors and workload imbalances that may otherwise remain unknown. By addressing these issues, companies have the potential for improved employee satisfaction as well as enhanced business results overall; furthermore latest benchmarking solutions enable future tracking and refinement of well-being initiatives aiding sustained development in the long-term enterprise success.
The HR Virtual Assistant is a conversational agent designed to simplify and streamline HR tasks, serving as the primary interface for employees and HR departments. With features such as HR case management, payroll, time tracking, benefits management, and more, this virtual assistant is a one-stop shop for all HR-related needs.
Using robotic process automation and low-code integrations, the HR Virtual Assistant can easily integrate with existing systems, reducing the complexity of the system landscape. It may also offer additional features such as coaching and mentoring, internal mobility, and learning, providing a comprehensive solution for employees looking to advance their careers.
The HR Virtual Assistant frees up HR professionals to focus on more complex issues and strategic initiatives by automating many routine HR tasks. This feature can increase efficiency, improve accuracy, and create a more satisfying employee experience. With its intuitive interface and advanced capabilities, the HR Virtual Assistant is a valuable tool for any modern HR department looking to improve their processes and provide top-notch employee support.
The Internal Talent Marketplace is a powerful feature in HCMA® that uses AI to help organizations identify and match their employees to internal work or gig opportunities. With this feature, employee profiles are completed using AI-inferred skills, tracked experiences, and potential. This allows for a more comprehensive understanding of each employee's abilities and career goals.
Using the Internal Talent Marketplace feature is simple. When a work or gig opportunity arises within the organization, the AI automatically matches it to the most suitable employee(s) based on their profile and past performance. This feature can help organizations identify and develop internal talent, leading to increased employee satisfaction and retention, as well as cost savings associated with not having to recruit externally.
In addition to benefitting organizations, this feature is also advantageous for employees. Employees can leverage this tool to explore internal opportunities and identify potential career paths within the organization. This can lead to increased job satisfaction, career growth, and skill development.
Organizations can outperform their competition in attracting the right fit for any role using Job Fit Score. This custom-built system draws insights from job and situation-specific data to accurately predict candidates' potential performance levels, while potentially leveraging personality or cognitive trait information when appropriate. Stop relying on rating systems; find your perfect hire with Job Fit Score!
How does it work? Essentially, the Job Fit Score uses machine learning algorithms to analyze job performance data and identify the key factors that contribute to success in a specific role or context. These factors may include technical skills, work experience, and even personality traits that are relevant to the job. Once the key factors have been identified, the algorithm can then use this information to generate a Job Fit Score for each candidate, which predicts their likelihood of success in the specific role or context.
By using AI to identify the factors that contribute to success in a specific role, organizations can dramatically increase their chances of hiring the right candidate. This can lead to increased productivity, higher job satisfaction, and a stronger overall organizational culture. Additionally, the Job Fit Score can help organizations reduce turnover by identifying candidates who are likely to thrive in a specific role and who are less likely to leave the organization.
HCMA®'s Labor Market Analytics feature is a comprehensive tool for staying ahead of the curve. By leveraging Artificial Intelligence, this innovative solution takes into account various trends such as automation and remote work to provide deep insights into labor market availability in different markets. With data from multiple sources incorporated and macro-trends accounted for, HCMA® helps organizations gain a valuable understanding of the ever-changing landscape of talent availability.
Essentially, it uses complex algorithms to identify patterns and trends in the data, which allows it to make accurate predictions about the future availability of different skills in specific markets. This information can be incredibly useful for organizations that are looking to expand their talent pool or identify new markets for growth.
The benefits of this feature are numerous. For one, it allows organizations to stay ahead of the curve when it comes to workforce planning. By using data-driven insights to anticipate labor market shifts, organizations can make more informed decisions about hiring, training, and talent management. This can help them stay competitive in a rapidly changing business environment.
The "Learning Personalization" feature of HCMA® is designed to provide personalized learning recommendations to individuals based on their learning behavior and limited data coming from HR systems. This feature utilizes advanced algorithms to analyze data and provide customized learning experiences tailored to an individual's unique needs, preferences, and learning style.
Through this feature, HCMA® helps organizations provide a more effective and engaging learning experience for their employees, improving their skills, knowledge, and performance. With personalized learning recommendations, employees are more likely to engage with and retain the information provided, leading to increased productivity and overall success.
Additionally, this feature helps organizations optimize their training resources and reduce costs by ensuring that each employee receives the training they need to succeed, without wasting time and resources on irrelevant or redundant training. With Learning Personalization, HCMA® helps organizations stay competitive and adaptive by ensuring that their employees have the skills and knowledge needed to thrive in their roles and achieve their career goals.
Organizations can maximize the potential of their skill sets with our AI-driven Ontology Based Skill Management/Skills Graph feature. By utilizing a powerful knowledge graph to represent skills and interrelationships, we are able to parse through job descriptions or CVs in order to detect, analyze and match individual skill sets. Furthermore, this advanced system has the capacity not only to identify organization specific tools but also to create specialized collections based on specified roles!
The benefits of this feature are numerous. By having a comprehensive understanding of the skills available within an organization, it becomes easier to find the right talent for a specific project or task. This can improve efficiency and reduce costs associated with hiring new employees or outsourcing work. Additionally, the feature can help employees identify skill gaps and suggest learning opportunities to bridge those gaps, which can lead to improved job performance and employee satisfaction. Finally, having a clear understanding of the skills within an organization can help with succession planning and identifying potential future leaders.
Pay equity is an important issue in today's workplaces, and HCMA® has a feature that helps organizations address it. The Pay Equity Recommendations feature uses advanced analytics to determine possible pay equity gaps based on multiple factors such as experience, education, skills, and competencies. The feature may vary per country as laws around how to calculate and report pay equity differ around the world.
The feature uses data analytics and machine learning algorithms to identify any pay disparities within an organization. It looks at various factors that may affect an employee's pay, such as job title, education, experience, and skills. The algorithms analyze this data and generate recommendations to address any potential pay disparities that may exist. The recommendations may include adjusting salaries or benefits, providing training or development opportunities, or implementing other measures to ensure that pay equity is maintained.
First and foremost, it helps organizations to ensure that they are paying their employees fairly and equitably, which can boost employee morale and engagement. Additionally, it can help organizations to avoid potential legal and reputational issues that may arise from pay disparities. Finally, by providing data-driven insights and recommendations, the feature can help organizations to make more informed decisions about their pay practices and ensure that they are aligned with their overall business objectives.
The HCMA® feature "Payroll Optimization" is designed to help organizations optimize their payroll processes using AI techniques. The feature uses advanced algorithms to detect errors, fraud, legal risks, or exceptions in the payroll calculation and input processes. This is achieved through automated analysis of pay rules and changes in payment patterns and user behavior.
Payroll Optimization also often incorporates mainstream RPA, which enables the automation of repetitive, manual payroll tasks such as data entry and calculations. This can help organizations reduce errors and increase efficiency, freeing up HR and payroll teams to focus on more strategic tasks.
By using Payroll Optimization, organizations can not only reduce the risk of errors and fraud in their payroll processes but also ensure compliance with legal and regulatory requirements. This can help organizations avoid costly penalties and maintain employee trust and satisfaction.
HCMA® provides powerful recruitment marketing optimization to help organizations discover the best talent and pique candidates' interest. This feature customizes career sites, job descriptions and candidate communications in order to draw a more diverse crowd of top-notch applicants with increased click-through rates - all setting up those who use it for success in finding the ideal hire!
The feature uses advanced analytics to track and analyze user behavior on career sites, job boards, and other online channels. It then uses this data to make informed decisions about how to optimize the content and design of job postings, career sites, and other recruitment channels. Additionally, the system leverages machine learning algorithms to analyze candidate data and predict the likelihood that a candidate will be successful in a particular role, allowing recruiters to focus on the most promising candidates.
By improving the quality of job postings and candidate communications, organizations can attract a more diverse pool of candidates and improve their overall candidate experience. Additionally, by leveraging advanced analytics and machine learning, recruiters can save time and resources by focusing on the most promising candidates. Finally, by optimizing recruitment efforts, organizations can reduce time-to-hire and improve their ability to fill critical roles quickly, reducing the risk of business disruption.
The HCMA® platform also includes a feature called "Recruitment Virtual Assistant" that can help support candidates, recruiters, and hiring managers throughout the recruitment process. This conversational agent uses natural language processing and machine learning to provide automated advice and updates, schedule interviews, screen candidates, answer frequently asked questions, and promote the organization's employer brand.
When candidates apply for a job, the Recruitment Virtual Assistant can automate the data collection process and screen resumes for minimum qualifications. It can also help schedule interviews and provide updates on the status of their application. For recruiters and hiring managers, the virtual assistant can help screen resumes, schedule interviews, and answer common questions about the job or the hiring process.
The Recruitment Virtual Assistant can be a valuable asset to any organization looking to streamline their recruitment process, improve candidate experience, and reduce workload for recruiters and hiring managers. By automating many of the routine tasks associated with recruitment, the virtual assistant frees up recruiters and hiring managers to focus on building relationships with candidates and making strategic hiring decisions. It also helps ensure that candidates receive timely updates and information about their applications, which can improve their overall experience with the organization.
The Virtual Career Coach is a powerful feature of HCMA® that aims to help employees advance their careers within their current organization. It works by leveraging the skills ontology data to make personalized recommendations to employees on how to fill any skills gaps they may have and how to achieve their career goals.
The Virtual Career Coach uses a combination of artificial intelligence and machine learning to analyze an employee's career history, performance data, and skills. Based on this analysis, it provides recommendations for mentoring, coaching, job shadowing, or other skills development opportunities that align with the employee's career goals. This personalized approach helps employees to take charge of their own career development and achieve their desired career path.
Providing personalized recommendations, it helps employees to build the skills they need to achieve their career goals, which can increase employee satisfaction and retention. It also helps organizations to identify and develop their talent, which can lead to increased productivity and profitability. Additionally, the feature can be used to support succession planning and to identify potential future leaders within the organization. Overall, the Virtual Career Coach is a valuable tool for both employees and organizations to drive career growth and development.
The Virtual Coach is an innovative tool providing managers and leaders with personalized advice, unlocking the potential of their teams. Powered by AI algorithms that analyse employee data to deliver accurate insights, this digital mentor facilitates improved safety, engagement and interactions - setting up employees for greater success.
The Virtual Coach (Leader) uses a combination of machine learning and natural language processing to understand the context of a manager's situation and provide personalized advice. It analyzes data from employee surveys, performance metrics, and other relevant sources to identify areas where a manager can improve their leadership skills.
The tool may also be paired with Voice of the Employee tools to gather feedback from employees about their experiences working with a specific manager. This feedback is then used to provide more targeted coaching and advice to the manager on how to improve their leadership skills and create a more positive work environment. By providing managers and leaders with prescriptive advice, this tool helps them improve employee engagement, safety, and interactions, which can lead to better overall team performance. It also helps managers identify areas where they can improve their own leadership skills, which can lead to career growth and development.
The "Voice of the Employee/Sentiment Analysis" feature of HCMA® is an AI-driven tool that uses natural language processing techniques to identify themes and sentiment related to employee experience. This feature can be used to analyze employee feedback from various sources, such as long text answers in surveys or online anonymous facilitated conversations, to understand the overall employee sentiment towards different aspects of the organization.
The tool works by using machine learning algorithms to analyze the text data and identify patterns in the language used by employees. It can identify positive or negative sentiments and themes related to areas such as work-life balance, leadership, workplace culture, and job satisfaction. This analysis can help organizations identify areas where they are performing well and areas where they need to improve.
One of the main benefits of this feature is that it provides organizations with valuable insights into employee experience, which can help them make informed decisions about how to improve employee engagement, retention, and performance. By understanding employee sentiment, organizations can make targeted improvements to policies, processes, and communication strategies to improve the overall employee experience. Additionally, this feature can help organizations identify potential issues early on, allowing them to take proactive measures to address them before they escalate into more significant problems.
HCMA® has created an innovative way to help organizations digitally optimize their workforces. By taking into consideration different factors like task times, distribution and staffing using AI techniques, HCMA's Workforce Optimization feature can discover the best methods for management in order to more effectively achieve organizational targets.
By identifying the best possible distribution of tasks and worker schedules, the workforce optimization feature can help organizations ensure that their workforce is operating at peak efficiency. This can lead to increased productivity, improved quality, and higher capacity utilization.
The workforce optimization feature is particularly useful for teams or functions where many employees are doing similar roles, as it can help to streamline workflows and ensure that tasks are distributed fairly and equitably. This can also help to improve employee satisfaction, as workers are less likely to feel overworked or underutilized.
HCMA®'s "Workforce Scheduling Optimization" is a powerful feature that helps businesses optimize their worker schedules for optimal performance and labor cost. This feature leverages advanced AI techniques, specifically constraint-based optimization, to automate intra-day management and decrease the burden on managers when it comes to planning and administration.
So, how does it work? The system uses operational data such as production volumes or foot traffic, along with worker-related scheduling constraints, to create optimized schedules that meet business goals while ensuring employee satisfaction. It takes into account factors such as worker availability, labor laws, and business demand to generate schedules that are fair, efficient, and cost-effective.
By automating workforce scheduling, managers can save time and reduce the risk of errors that can occur with manual scheduling. Additionally, optimized schedules help to increase employee engagement and job satisfaction, leading to lower turnover rates and improved business performance. With HCMA®'s Workforce Scheduling Optimization, businesses can achieve optimal workforce utilization, lower labor costs, and ultimately, drive greater profitability.
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