Vietnamese culture attaches great importance to relationships and sensibility. However, in a business, this culture of work can lead to great consequences, and the last one to suffer is the business owner and ultimately the whole society. In that context, AI and computers are potential agents of change in the way people work when they are involved in human resources management.
From everyday stories
Mr. A is the manager of a team of factory technicians including 10 members. Every week, he frequently receives the messages and calls from junior staffs asking to come late for reasons such as traffic jam, car crash, rainstorm, sickness … It might still be acceptable if things are going well. But in case of sudden troubles and the person in charge of that machine part isn’t there to fix it in time, this will result in fatal consequences. However, he explained that he also could not impose strict requirements on employees because of relationships among people.
Another example is Ms. B who is worried about how to lay off her subordinate when her work productivity is too low, but she is a close friend of hers.
Obviously, the above two issues of ‘management’ are extremely easy to deal with when the company has a set of rules and frameworks for evaluating the performance of employees, but the managers have put their feelings into work. And that is also a problem that many business managers are encountering.
To eliminate the possibility of emotions intermingling with corporate governance, the world of computers and AI is being studied and applied in this field. Machinery, with the ability to analyze and evaluate objectively based on the set criteria, will bring equity to the masses.
How AI is applied in corporate governance
Bridgewater Associates (USA) is working on a secret plan to increase productivity. Accordingly, BA’s engineering team is seeking to build an artificial intelligence (AI) system with corporate governance that does not let emotions enter.
Bridgewater founder, billionaire Ray Dalio intended to create a new business model where employees are mostly programmers, and decisions are made by computers and AI. He asked a team of engineers to implement the project in early 2015, under the supervision of one of IBM’s leading experts – David Ferruci. Dalio hopes that the machines will start replacing about three-quarters of his decision over the next five years. Some of them even decided to sign contracts with new employees or dismissed people who were no longer suitable.
Midas IT – a Korean company has applied AI to automate their online recruitment and interview process with an inAIR solution and an AI robot called MIGHTY that can conduct interviews. Interviewing is possible with any computer with a camera and microphone. Then, MIGHTY will ask the questions and games for the candidates. These games are based on neuroscience studies, designed to map the candidate’s frontal cortex to find out their temperament and aptitude. MIGHTY was programmed to analyze 450 neuroscience articles and to read emotional expressions by analyzing 68 muscles on the face.
During the interview, the AI robot spots the candidate’s strength by recognizing the facial muscles and can determine if the person is honest by analyzing the voice and the expression. It also collects and analyzes words used by the candidates to raise questions. Once completed, the results of the interview will be collected and reported to the client, including the candidates’ scores, the most used keywords, the ranking of the interviewees in order to give recommendations for the right workplace and the minimize bias in recruitment.
In addition, AI can also be used to evaluate employees based on the analysis of the performance reports and evaluation of the employee’s regular work performance, thereby selecting potential employees and the ones deserve to be fired immediately.
AI can change the working habits of Vietnamese people
It can be seen that the application of AI can promote fairness and transparency in the workplace, with human evaluation based on objective, rational and logical criteria without being influenced by the ‘outside’. Consequently, Vietnamese people will have to forget about the pretexts for breaking the rules or not getting the job done or hoping that they can stay in close relationships to earn a living Good job or cover for someone
Instead, each employee will have to make a real effort to demonstrate competence based on work productivity.
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