Description:
FORM 2
THE PATENTS ACT, 1970
(39 of 1970)
&
THE PATENT RULES, 2003
Complete Specification
(See section 10 and rule 13)
1. Title of the Invention: A Novel Paradigm for Optimization of Human Resource Management Through HR Analytics and Artificial Intelligence
2. Applicants

Name
Nationality
Address
Dr. Ch. Lakshmana Rao
Indian Associate Professor, School of Law, Gitam (Deemed to be University), Visakhapatnam, Andhrapradesh – 530045, India.
Prithu Sarkar
Indian Assistant Professor Grade II, Amity School of Communication, Amity University, Kolkata, West Bengal – 700135, India.

Dr. Sammaiah Buhukya
Indian Assistant Professor, Department of Management Studies, School of Business Studies University, Srinagar, Kashmir – 190006, India.

Dr. Kawerinder Singh Sidhu
Indian Assistant Professor, Uttaranchal University Dehradun (UK) – 248007, India.

Dr. Chanchal Chawla
Indian Professor, Department of Management, Teerthanker Mahaveer University, Delhi Road, Moradabad, Uttar Pradesh – 244001, India.
Dr. Puneet Sethi6
Indian Associate Professor, Department, of Management, Teerthanker Mahaveer University, Delhi Road, Moradabad, Uttar Pradesh – 244001, India.

3. Preamble to the description:
The following specification particularly describes the invention and the manner in which it is to be performed.

4. DESCRIPTION
FIELD OF THE INVENTION
The purpose of this innovation is to improve human resource management (HRM) by utilising contemporary HR analytics and artificial intelligence (AI). This will be accomplished through the utilisation of these two technologies. To be more specific, the goal of this invention is to elevate HRM. To be more explicit, it involves the creation and implementation of tools and logical patterns that are powered by artificial intelligence with the intention of enhancing a wide range of human resource (HR) responsibilities. The acquisition of gifts, the operation of hand performance, retention strategies, and pool planning are all included in these roles and responsibilities. The invention is intended to improve decision-making processes, boost functional efficiency, and encourage a more strategic and data-driven approach to the management of human resources inside businesses. These are the goals of the invention. These objectives are exactly what the invention is designed to achieve.
BACKGROUND OF THE INVENTION
The contribution that employees make to the expansion and profitability of a company is more essential than any other element that may be considered. Through the utilisation of staff numbers, payroll, health and safety, and performance management, human resources is tasked with the responsibility of collecting and monitoring personal information from professionals and executives. This is a normal procedure. With the assistance of contemporary technology, departments of human resources are currently producing a greater quantity of data than they ever have before. The majority of the time, however, they are unable to convert their data into management insights that can be put into practice.
Publications made by van den Heuvel and Bondarouk in the year 2017 People are the most valuable resource that an organisation owns, and they belong to the organisation. As a consequence of this, the management of human resources is a department inside an organisation that is focused with "people." The leaders of corporations, on the other hand, are concerned about the changing global economic and political situations. As a consequence of this anxiety, they have moved their focus to technologies that may assist them in achieving success in difficult times. Within the framework of the economy that is undergoing rapid change in the present day, the competitiveness of organisations is increasing. In order for organisations to acquire a significant edge over their competitors, it is essential for them to incorporate their strategy for human resources into their overall business plan. The utilisation of human resources is an unquestionable requirement for the successful execution of the functional areas of any company. Because of this, the organization's human resources cannot be separated from the organization's overall strategy. This is because of the fact that the organisation works together. People are the most valuable resource that an organisation owns, and they belong to the organisation. 2015's Momin was the date. As a consequence of this, the management of human resources is a department inside an organisation that is focused with "people." As a result of this, even in the highly competitive market that exists today, the establishment of human resource policies that encourage employee engagement may assist organisations in being more responsive. This enables organisations to better respond to the needs of their employees. When it comes to determining the success of a company, their employees are the single most essential component. Human resources offer aid in coping with and thriving in a socioeconomic environment that is always evolving. This assistance is provided by exploiting the possibilities that are accessible to the business while simultaneously avoiding risks and restrictions.
SUMMARY OF THE INVENTION
In the years to come, it is projected that the process of decision-making within organisations would be significantly influenced by the application of people analysis. Furthermore, there is a high probability that workforce analysis will have an impact on the composition of human resource management as a function as well as the execution of that function to some degree. On the one hand, it has the ability to assist the construction of an organisational structure that is both flexible and adaptable, with the objective of attaining the optimal combination of the talents and capabilities of individuals, on the other hand, and the strategic goals of the organisation, on the other hand. One of the ways in which HR analysis has the ability to change the paradigms that govern an organisation is the way that it can be performed. In light of all that has been taken into account, the objective of this Invention is to offer a look into the future in order to make a small contribution to our comprehension of human resource data analysis. It is well acknowledged that the department of Human Resources is an important business partner that makes a contribution to the overall value of the firm. Human resources are the components that are accountable for carrying out a number of operations that are needed for the organisation to be successful. These activities are crucial to the organization's success. It is necessary for us to acquire the knowledge necessary to improve our ability to assess and manage the overall productivity and services provided by human resources in order to give your organisation with a competitive advantage. This encompasses a wide range of activities, such as employee recruiting and hiring, remuneration and benefits, training and development, employee relations and employee retention initiatives, and a great deal more. The department of Human Resources is accountable for the development of internal analytical capacities and for ensuring that the workforce is aligned with the long-term aim of the company. Human Resources is responsible for both of these obligations.
BRIEF DESCRIPTION OF THE DRAWINGS
Fig 1: Depicts the Presents the scope of the HR Analytics.
Fig 2: Depict the A Paradigm Human Resource Management Continuum

BRIEF DESCRIPTION OF THE INVENTION
According to Poba- Nzaou etal. the operation of mortal coffers is an decreasingly important factor for every company. One of the departments of an organisation is known as mortal resource operation, and its primary ideal is to enhance the performance of workers in order to support the strategic objects of the company. Because of the profitable frame, mortal resource directors are needed to place a high value on the performance of their workers in order to induce profit for the organisation. Commercial leaders, on the other hand, are concerned about the evolving global profitable and political conditions, and as a result, their attention has shifted to technology that may help them in succeeding in grueling times. Within the environment of moment's fleetly changing frugality, the competitiveness of organisations is growing. In order for businesses to achieve a major competitive advantage, it's necessary for them to integrate their mortal coffers strategy with their overall business plan. When it comes to the prosecution of the functional areas of any organisation, mortal coffers are absolutely necessary. As a consequence of this, the association's mortal coffers can not be separated from the overall strategy of the organisation.
Publication by van den Heuvel and Bondarouk The most significant resource that an organisation possesses is its people. Accordingly, the operation of mortal coffers is a department inside an organisation that's concerned with" people." Commercial leaders, on the other hand, are concerned about the evolving global profitable and political conditions, and as a result, their attention has shifted to technology that may help them in succeeding in grueling times. Within the environment of moment's fleetly changing frugality, the competitiveness of organisations is growing. In order for businesses to achieve a major competitive advantage, it's necessary for them to integrate their mortal coffers strategy with their overall business plan. When it comes to the prosecution of the functional areas of any organisation, mortal coffers are absolutely necessary. As a consequence of this, the association's mortal coffers can not be separated from the overall strategy of the organisation. The most significant resource that an organisation possesses is its people. It was Momin. Accordingly, the operation of mortal coffers is a department inside an organisation that's concerned with" people." As a consequence of this, indeed in the largely competitive terrain that exists moment, the development of mortal resource programs that encourage hand participation may help organisations in getting more responsive. workers are the most important factor in determining the success of a establishment. By maximising the possibilities available to the organisation while contemporaneously minimising pitfalls and limits, mortal coffers give backing in managing with and thriving in a socioeconomic terrain that's constantly shifting. Because of this, people are extensively important and give a strategic advantage in a request that's fiercely competitive. The time 2020 Thakre.
It's now possible to employ HR analytics to find results to a wide range of HRM issues. By furnishing HR with the tools it need, HR is suitable to make a more significant donation at the strategy table than ever ahead. In order to address the altering challenges that are present in the HR assiduity, analytics is transubstantiating HR by enforcing comprehensive robotization. HR Analytics is the process of transubstantiating raw HR data into knowledge that can be put into action, which eventually results in the development of a plan and a great advance. Through the utilisation of the perceptivity attained, HR analytics provides the company with backing in moving forward and remaining ahead of the competition. The process of fastening on the positive aspects while addressing the negative aspects. As a consequence of this, mortal resource analytics presents a feasible business occasion, particularly for mortal coffers, to make sense at the board table, where it was preliminarily disregarded by other departments and the principal administrative officer. There's now the possibility for mortal resource directors to make use of both structured and unshaped data sets in order to give answers to important problems similar as work productivity, the influence of advanced training programmes on productivity, the capability to prognosticate weariness, and the capability to identify campaigners for organisational leadership positions. The labor force is the establishment's most important asset, and when it's operating at its loftiest position, there's a lesser chance that the company will achieve its overall objects. In the history, mortal resource directors had a delicate time agitating their position in the process of formulating company strategy. nonetheless, they've the capability to unequivocally demonstrate their value by utilising HR analytics to conduct fact- grounded judgements that are innovated on perceptivity produced by analytics. For the purpose of analysing mortal resource data, the operation of data mining and business analysis styles is appertained to as mortal resource analysis. Analysis of mortal coffers( HR) provides a high- position picture of how to successfully manage labor force in order to negotiate organisational objects in a timely and effective manner. Analytics for mortal coffers( HR) may be of backing to businesses in determining what data they need to collect and how to use it for modelling and soothsaying purposes.
Companies that apply analytics may be suitable to prize the maximum value from their mortal coffers data and the retired value of their labor force. The income statement and balance distance are two fiscal statements that can be used to make these impalpable means palpable. In order to get the loftiest possible return on investment in their pool, request leadership in resource analysis, and a long- term competitive advantage, organisations work hard to develop ways for perfecting their maturity angles. According to the findings of the Invention, there are a number of advantages and disadvantages associated with transubstantiating mortal resource operation in HR Analytics. These advantages include an increase in the capability to make opinions, a stuffing of the performance gap, and the provision of information regarding the functioning of the organisation. On the other hand, this is hampered by a lack of statistical and logical chops, an shy training and skill development programme, and an shy set of tools for managing different data sources.
It's anticipated that people analysis will ply a substantial impact on the decision- making process within organisations in the times to come. In addition, it's relatively probable that pool analysis will have an effect on the composition and operation of mortal resource operation as a function. It has the implicit to grease the development of an organisational structure that's both flexible and adaptive, with the thing of achieving the optimal combination of the chops and capacities of individualities, on the one hand, and the strategic pretensions of the organisation, on the other. This is one manner in which HR analysis has the implicit to alter the paradigms that govern an organisation. Taking everything into consideration, the purpose of this exploration is to give a regard into the future in order to make a little donation to our understanding of mortal resource analysis.
An organisation that is able to successfully attract remarkable persons, successfully employ mortal coffers, successfully manage gift, and successfully retain labour force can assure the long-term profitability of a corporation. This can be accomplished by ensuring that the organisation is able to successfully manage gift. It is required to perform data analysis and operate efficiently in order to participate more actively in the operation of mortal resources. This is in order to fulfil the need. For the purpose of monitoring statistics such as employee turnover and sick days, it is normal practice for directors of human resources to make use of metrics. The emerging field of human resource analytics has the potential to prove useful in assisting human resources in their search for a significant strategic partner. For the purposes of this discussion, the phrases "HR analytics" and "HR criteria" are not interchangeable. In recent years, human resources has been depending on the ability to deconstruct data in order to put itself up in a piecemeal approach. This has given the department a competitive advantage. Despite the fact that HR Metrics and Scorecards have been employed in a significant manner, this was the result. It is now possible for human resource specialists to meet with directors, ascertain the responsibilities that they are accountable for, and make recruiting decisions that are pertinent. By utilising mortal resource analysis, businesses are able to establish a connection between the performance of their human resources and the strategic goals they have set for themselves.
The Human Resources department is provided with the necessary tools by HR Analytics, which enables it to make a more important contribution at the strategy table. Through the adoption of full robotization, analytics is altering human resources in order to handle the tumultuous difficulties that have arisen as a consequence of this shifting HR requirement. In the end, the transformation of raw data pertaining to human resources into information that can be put into action leads to the creation of a strategy, which ultimately results in a remarkable advancement. With the support of HR analytics, the organisation is able to advance and stay ahead of the competition. This is because they are able to make use of the perspectives that have been acquired. Putting one's attention on the positive features while disregarding the shortcomings of the situation. It is a marketable occasion, particularly for HR, to make sense at the board table, where it was first rejected by other departments and the CEO. HR analytics gives HR the opportunity to make sense. Therefore, human resource analytics is an occasion that may be marketed. In order to provide answers to important questions such as work productivity, the influence of advanced training programmes on productivity, frazzle vaticination, and the ability to discover organisational leader campaigns, it is now possible for directors of human resources to make use of both structured and unshaped data sets. This technology has made it possible for them to do so. The employees are the most precious asset of the company, and when they demonstrate that they are capable of reaching their full potential, the organisation has a greater chance of accomplishing the objectives that it has established for itself as a whole. In the past, directors of human resources had a tough time highlighting the function that they play in the process of establishing corporate strategy. By utilising HR analytics, they are still able to immediately demonstrate their value by making decisions that are founded on facts and are based on analytics-driven perceptivity. This allows them to rapidly demonstrate their worth. The term "mortal resource analysis" refers to the process of analysing data that is related to mortal resources by utilising technologies such as data mining and business analysis.

, Claims: WE CLAIM
1. Based on the findings of the Invention, it can be stated that the use of human resource analytics in human resource management is connected with a variety of benefits as well as drawbacks.
2. One of these benefits is the strengthening of decision-making capacities, another is the filling of performance gaps, and the third is the provision of information regarding the functioning of the business.
3. The system has a number of weaknesses, including a lack of experience in statistical and logical analysis, a timid training and skill development strategy.
4. A long-term alignment of the pool with the activity that the organisation is engaged in can be ensured through the development of human coffers, which also encourages the development of internal logical capacities.
5. There is a possibility that businesses that embrace analytics would be able to maximise the value of their data pertaining to human resources as well as the retirement benefits that their employees receive.
6. A couple of examples of scenarios in which these intangible means can abruptly become tangible include the income statement and the balancing distance.
7. Companies strive to develop maturity wind improvement styles in order to achieve the highest possible return on investment in their pool.

Dated this 25th June 2024.

Senthil Kumar B
Agent for the applicant
IN/PA-1549