The idea behind such laws is to stop perpetuating historic discriminatory pay practices based on gender, race and ethnicity. For example, at least 12 jurisdictions have passed laws prohibiting employers from asking job applicants about their prior compensation. Legislation in this area is changing rapidly at the state and local level. But if the data reveals that the workers' claims have merit, it is better to review the data and know about it on the front end before going through lengthy and costly litigation, Crews said.ĭata analytics can also be used to assess pay equity. The data may indicate that the technicians didn't work off the clock and were appropriately compensated for all hours-then the employer has some solid evidence on its side. The employer could gather GPS data from work trucks, routing instructions, communications about the technicians' assignments, invoices, and cellphone and login information. "The more information you have, the better the decision-making process you can engage in," Crews said. The complaint and subsequent depositions will reveal the workers' version of what their days looked like, but analytics can be used to verify or refute their story. Imagine that a repair technician who travels to residences to work on refrigerators files a wage and hour class action claiming that technicians weren't paid for all hours worked. Having the ability to find key documents lets the employer see what people were actually doing at a certain time and can help build a story, he noted. "The ability to leverage data early in a case, to tease out insights before you ever take a deposition or begin evaluating the credibility of witnesses, is revolutionary." However, only 5 percent of respondents to Littler's survey are using advanced analytics to guide their litigation strategy.Įmployers may not be aware of the benefits to using analytics in this context, Crews said. "It is encouraging to see employers starting to embrace the many benefits provided by big data in helping manage their most important asset, their people," said Aaron Crews, Littler's chief data analytics officer in Sacramento.Įmployment-related lawsuits tend to be fact-driven, which makes gathering documents and other information critical. Automate certain tasks that were previously done by an employee (22 percent).Analyze workplace policies (24 percent).Make strategic and employee management decisions (31 percent).Survey respondents are also using big data to: But AI isn't limited to talent acquisition. Forty-nine percent of respondents to law firm Littler's 2018 Annual Employer Survey said they use AI and advanced data analytics for recruiting and hiring. "Machine learning can be used to constantly improve decision-making quality."įor the HR function, AI is most commonly used for talent acquisition. In the HR context, AI typically refers to data that is processed by algorithms to make decisions, he explained at the California State Council of the Society for Human Resource Management 2018 California State Legislative & HR Conference. Other times a game catches you with all three, like Human Resource Machine.Nationwide unemployment rates are low and technology can help employers find the best talent in a tight market-but HR can use artificial intelligence (AI) in a number of ways beyond hiring.ĪI and automation could radically change the workplace and human resource management, said Alden Parker, an attorney with Fisher Phillips in Sacramento. Be it with its ingenuity, its style, or its sense of humor. “Sometimes a game catches you by surprise. “Amidst the trend of instant gratification that the internet and gaming as a whole has perpetuated, having a game that both excels in its puzzles and also challenges your wider perception of it is commendable, and makes Human Resource Machine exponentially essential.” If you strip away all the 1's and 0's and scary squiggly brackets, programming is simple, logical, beautiful, and something that anyone can understand and have fun with! Are you already an expert? There will be extra challenges for you.įrom the creators of World of Goo and Little Inferno. Congratulations!ĭon't worry if you've never programmed before - programming is just puzzle solving. If you succeed, you'll be promoted up to the next level for another year of work in the vast office building. Automate it by programming your little office worker. In each level, your boss gives you a job. Human Resource Machine is a puzzle game for nerds. Winner of Excellence in Innovation by the International Mobile Gaming Awards. Included in the 'App Store Best of 2016'. Be a good employee! The machines are coming. Program little office workers to solve puzzles.
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