Description:[0001] Background description includes information that may be useful in understanding the present invention. It is not an admission that any of the information provided herein is prior art or relevant to the presently claimed invention, or that any publication specifically or implicitly referenced is prior art.
[0002] Machine-based can refer to a few different things, including Machine learning, Machine translation and Machine-based multi-factor authentication. Machine Learning is a branch of artificial intelligence (AI) that allows computers to learn from data and improve over time without being explicitly programmed. Machine learning algorithms can detect patterns in data and learn from them to make predictions. Machine translation is a process that uses machine learning models and algorithms to automatically translate text or speech from one language to another. Machine-based multi-factor authentication is a process that initiates the MFA process for a user based on the device they log on to.
[0003] A number of different types of human resource management analysis systems that are known in the prior art. For example, the following patents are provided for their supportive teachings and are all incorporated by reference.
[0004] US8086558B2: - A system and method for testing and/or evaluating employees or potential employees is disclosed. A computer arranges a plurality of applicants in a stack ranked table. The table may rank or re-rank applicants against each other, from best to worst, after successive screening, selecting, and/or interviewing stages for a particular job. Performance evaluations of hired workers may be fed back to the computer for adjusting the system and method. Competencies shown to be predictive of successful performance of a given type of job are tested for at various stages in an online testing system.
[0005] Human Resource (HR) is the department within a business that is responsible for all things worker-related. Human Resource (HR) is a strategic approach to managing company employees, the work culture, and the work environment. It typically involves using metrics to measure workforce success. Some types of human resources include: Recruitment and staffing, Learning and development, Performance management, and Company culture. The proposed invention focuses on analyzing the Design and Performance of Interactive Human Resource Management Systems through algorithms of Machine Based Approach.
[0006] Above information is presented as background information only to assist with an understanding of the present disclosure. No determination has been made, no assertion is made, and as to whether any of the above might be applicable as prior art with regard to the present invention.
[0007] In the view of the foregoing disadvantages inherent in the known types of human resource management systems now present in the prior art, the present invention provides an improved system. As such, the general purpose of the present invention, which will be described subsequently in greater detail, is to provide a new and improved machine Based Strategies to analyze the Design and Performance of Interactive Human Resource Management Systems that has all the advantages of the prior art and none of the disadvantages.
SUMMARY OF INVENTION
[0008] In the view of the foregoing disadvantages inherent in the known types of human resource management analysis systems now present in the prior art, the present invention provides an improved one. As such, the general purpose of the present invention, which will be described subsequently in greater detail, is to provide a new and improved machine Based Strategies to analyze the Design and Performance of Interactive Human Resource Management Systems which has all the advantages of the prior art and none of the disadvantages.
[0009] The main objective of the proposed invention is to design & implement a framework of machine based techniques for analyzing the parameters of design and performance of interactive human resource management systems. The design and performance of interactive human resource management systems is analyzed.
[0010] Yet another important aspect of the proposed invention is to design & implement a framework of machine based techniques that will consider on understanding the functions of human resource management systems. The design and performance of interactive human resource management systems is analyzed by predictive unit. The results of prediction are displayed on the display unit.
[0011] In this respect, before explaining at least one embodiment of the invention in detail, it is to be understood that the invention is not limited in its application to the details of construction and to the arrangements of the components set forth in the following description or illustrated in the various ways. Also, it is to be understood that the phraseology and terminology employed herein are for the purpose of description and should not be regarded as limiting.
[0012] These together with other objects of the invention, along with the various features of novelty which characterize the invention, are pointed out with particularity in the disclosure. For a better understanding of the invention, its operating advantages and the specific objects attained by its uses, reference should be had to the accompanying drawings and descriptive matter in which there are illustrated preferred embodiments of the invention.
BRIEF DESCRIPTION OF DRAWINGS
[0013] The invention will be better understood and objects other than those set forth above will become apparent when consideration is given to the following detailed description thereof. Such description makes reference to the annexed drawings wherein:
Figure 1 illustrates the schematic view of machine based strategies for the design and performance of interactive human resource management systems, according to the embodiment herein.
DETAILED DESCRIPTION OF INVENTION
[0014] In the following detailed description, reference is made to the accompanying drawings which form a part hereof, and in which is shown by way of illustration specific embodiments in which the invention may be practiced. These embodiments are described in sufficient detail to enable those skilled in the art to practice the invention, and it is to be understood that the embodiments may be combined, or that other embodiments may be utilized and that structural and logical changes may be made without departing from the spirit and scope of the present invention. The following detailed description is, therefore, not to be taken in a limiting sense, and the scope of the present invention is defined by the appended claims and their equivalents.
[0015] While the present invention is described herein by way of example using several embodiments and illustrative drawings, those skilled in the art will recognize that the invention is neither intended to be limited to the embodiments of drawing or drawings described, nor intended to represent the scale of the various components. Further, some components that may form a part of the invention may not be illustrated in certain figures, for ease of illustration, and such omissions do not limit the embodiments outlined in any way. It should be understood that the drawings and detailed description thereto are not intended to limit the invention to the particular form disclosed, but on the contrary, the invention covers all modification/s, equivalents and alternatives falling within the spirit and scope of the present invention as defined by the appended claims. The headings are used for organizational purposes only and are not meant to limit the scope of the description or the claims. As used throughout this description, the word "may" be used in a permissive sense (i.e., meaning having the potential to), rather than the mandatory sense (i.e., meaning must). Further, the words "a" or "a" mean "at least one” and the word “plurality” means one or more, unless otherwise mentioned. Furthermore, the terminology and phraseology used herein is solely used for descriptive purposes and should not be construed as limiting in scope. Language such as "including," "comprising," "having," "containing," or "involving," and variations thereof, is intended to be broad and encompass the subject matter listed thereafter, equivalents, and any additional subject matter not recited, and is not intended to exclude any other additives, components, integers or steps. Likewise, the term "comprising" is considered synonymous with the terms "including" or "containing" for applicable legal purposes. Any discussion of documents, acts, materials, devices, articles and the like are included in the specification solely for the purpose of providing a context for the present invention.
[0016] In this disclosure, whenever an element or a group of elements is preceded with the transitional phrase "comprising", it is understood that we also contemplate the same element or group of elements with transitional phrases "consisting essentially of, "consisting", "selected from the group consisting of”, "including", or "is" preceding the recitation of the element or group of elements and vice versa.
[0017] A human resource management system (HRMS) is a set of software applications that help HR professionals manage HR functions. HRMS can help with every stage of the employment lifecycle, from recruitment to retirement. A Human Resources Information System (HRIS) is a software solution that maintains, manages, and processes detailed employee information and human resources-related policies and procedures. Human Resources Information System (HRIS) can free up time for HR teams by removing the need for them to undertake tedious, repetitive tasks.
[0018] Interactive Human Resource (HRIS) is an information management system that standardizes HR tasks and processes. Interactive Human Resource (HRIS) also helps with accurate record keeping and reporting. Human Resource integration is the process of combining all the systems related to managing human resources in a business. The goal is to make sure they work together effectively for the best results. Human Resources Management (HRM) can be strengthened through information management using Artificial Intelligence (AI) technology. The proposed invention focuses on implementing the algorithms of Machine Based Strategies for studying the functions of Human Resource Management Systems.
[0019] Reference will now be made in detail to the exemplary embodiment of the present disclosure. Before describing the detailed embodiments that are in accordance with the present disclosure, it should be observed that the embodiment resides primarily in combinations arrangement of the system according to an embodiment herein and as exemplified in FIG. 1
[0020] Figure 1 illustrates the schematic view of machine-based strategies for the design and performance of interactive human resource management systems 100. The proposed invention 100 considers the HR department 101 and the employee's department 102 for the purpose of analysing the interactions between 101 and 102. The monitoring device 103 includes a camera 104 for monitoring the activities of HR department 101 and employees 102. The machine learning unit 106 will run the predictive algorithm 107 to predict the preferences and make it interactive. The preferences will trigger the IoT unit 105 which in turn alert the HR department 101.
[0021] In the following description, for the purpose of explanation, numerous specific details are set forth in order to provide a thorough understanding of the arrangement of the system according to an embodiment herein. It will be apparent, however, to one skilled in the art that the present embodiment can be practiced without these specific details. In other instances, structures are shown in block diagram form only in order to avoid obscuring the present invention.
, Claims:1. Machine based strategies for the design and performance of interactive human resource management systems, comprises of:
Machine learning unit;
Predictive unit and
IOT unit.
2. Machine based strategies for the design and performance of interactive human resource management systems, according to claim 1, includes a machine learning unit, wherein the machine learning unit will run the predictive unit.
3. Machine based strategies for the design and performance of interactive human resource management systems, according to claim 1, includes a predictive unit, wherein the predictive unit will predict the preferences and make it interactive.
4. Machine based strategies for the design and performance of interactive human resource management systems, according to claim 1, includes An IoT unit, wherein the IoT unit will triggered by preferences and turn alert the HR department.