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Harnessing the potential of artificial intelligence (AI), Human Resources (HR) departments can revolutionize recruitment processes through advanced analytics. By scrutinizing resumes, evaluating social media profiles, and analyzing vast data from diverse sources, AI streamlines talent identification with heightened precision and efficiency.
AI-integrated tools also facilitate preliminary candidate interviews. Additionally, AI transforms employee experiences by deciphering extensive datasets to uncover hidden patterns, trends, and correlations. This empowers HR to tailor benefits, training, and developmental initiatives to individual preferences, work patterns, and performance metrics. AI-driven chatbots further augment employee engagement by offering rapid responses to inquiries, fostering seamless communication
Nevertheless, the synergy between HR and AI introduces certain challenges. Striking a balance between automation and the human touch remains pivotal to upholding the empathetic facets of HR. Preserving data privacy and practicing ethical AI usage is paramount to establishing and sustaining employee trust. Moreover, HR professionals must continually evolve their skill sets to effectively collaborate with AI systems, harnessing their capabilities to drive favorable organizational outcomes.
Key topics covered in this course:
In this PDC/RCH Webinar, we delve into the transformative alliance of Human Resources and Artificial Intelligence. Uncover how this dynamic partnership reshapes talent management, elevates employee engagement, and propels organizational expansion.
Through real-world illustrations and best-practice insights, we illuminate the potential and hurdles of this evolving rapport, demonstrating its capacity to optimize human capital and drive organizational triumph.
Project Manager/Researcher, Rothwell & Associates, Inc.
A Certified Professional in Talent Development (CPTD) with a dual-title Ph.D. in Workforce Education & Development and Comparative International Education from the Pennsylvania State University.
With over 25 years of experience in the learning and development field, the common thread that aligns my professional focus is the need to understand the challenges in cultivating an engaged and motivated work environment from the lens of improvement. As Dr Deming stated, “improve constantly and forever” with a focus on progress and evolution through incremental changes. As the world of work continues to change and evolve, so must the workplace learning strategies, including the professionals who implement these changes.
Master’s thesis was an exploratory case study on the implementation of diversity initiatives that utilized OD concepts as an approach to a planned change process involving the entire organization.
Dissertation research: The United Nations has recognized the importance of addressing the “worldwide shortage of health workers” (WHO, 2017, p. 4); and the World Bank has calculated a global shortage of 7.6 million nurses and midwives by 2030. This shortage is having adverse effects on health systems around the world (Oulton, 2006), and is leaving governments with a problem in urgent need of solving. A comparative case study was conducted to describe migration flow (magnitude and direction) of migrant Filipino nurses employed in North-America Sub-Group (the US and Canada) and the Middle-East Sub-Group (Saudi Arabia and the UAE). The research examined the ‘push’ and ‘pull’ factors that influence the return of migrant nurses back to their home country. Influencing conditions of migration include (1) economic factors, e.g., wage differentials or purchasing value; (2) political factors, e.g., work visas or bilateral agreements; and (3) socio-cultural factors, e.g., work environment, social connections, and acculturation.
Vice President, Rothwell & Associates, Inc.
Farhan is a visionary leader with a remarkable global perspective and an unyielding commitment to his values. With extensive experience in management, Farhan has carved a name for himself as a seasoned professional, known for fostering positive work environments and leading transformative initiatives. As a distinguished Ph.D. student, specializing in Organization Development and Human Resource Development, Farhan is constantly pushing the boundaries of knowledge in his field.
His passion for understanding and improving organizational dynamics drives him to bridge the gap between theory and practice, ensuring that his work has a tangible impact on businesses and individuals alike. Farhan's expertise is recognized by prestigious institutions, and he proudly holds certifications as a SHRM (Society for Human Resource Management) certified professional for Human Resource Management, as well as being a Penn State Certified OD&C (Organization Development and Change) practitioner and consultant. These credentials demonstrate his dedication to staying at the forefront of industry best practices and cutting-edge approaches. Notably, Farhan's efforts have been acknowledged and celebrated by the renowned Organization Development Network, which awarded him for his unique contributions as one of the Emerging Practitioners in 2023. His groundbreaking research has led to the creation of books, book chapters, journal articles, and practical assessment tools, all tailored to empower OD (Organization Development) practitioners with innovative and effective methodologies.
With a passion for making a meaningful difference in the world of organizational development, Farhan's unwavering commitment to his craft is truly inspirational. As he continues to expand his horizons and blaze new trails, Farhan remains dedicated to leaving a lasting legacy of positive change in the professional world.
Vice President, Rothwell & Associates, Inc.
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPLP Fellow is President of Rothwell & Associates, Inc. & Rothwell & Associates, LLC. His consulting focuses on succession planning and talent management. He is also a Professor at Penn State University, University Park, where he teaches graduate courses in Organization Development and Change.
Before becoming a professor 28 years ago, he had nearly 20 years of full-time human resource management experience in government and in business. He has consulted on succession planning with corporations, small businesses, family businesses, charities, and Federal, State and local government agencies. He has traveled to China 83 times and has consulted on succession on nearly every continent. Among his 127 published books are these, which are relevant to this webinar: The essential HR guide for small businesses and startups; Optimizing talent in the federal workforce; Building a talent development structure without borders; Effective succession planning: Ensuring leadership continuity and building talent from within; The leader’s daily role in talent management: Maximizing results, engagement and retention; Career planning and succession management: Developing your organization’s talent for today and tomorrow; The competency toolkit; Talent management: A step-by-action-oriented guide based on best practice; Becoming an effective mentoring leader: Proven strategies for building excellence in your organization; Working longer: New strategies for managing, training, and retaining older employees; Invaluable knowledge: Securing your company’s technical expertise-Recruiting and retaining top talent, transferring technical knowledge, engaging high performers; The manager’s guide to maximizing employee potential; and Cases in government succession planning: Action-oriented strategies for public-sector human capital management, workforce planning, succession planning, and talent management.
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