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: HUMAN RESOURCES MANAGEMENT THROUGH HR ANALYTICS AND ARTIFICIAL INTELLIGENCE
2. Applicants

Name
Nationality
Address
Dr. Sanjay Rizal Indian Assistant Professor, Department of Commerce, P.O-Sarupathar College, Assam, India.
Dr K.Kishan Indian Assistant Professor, Business Management, Majan University College, Muscut, Oman.
Dr. M. Mohanraj Indian Assistant professor, Department of Management Studies, K. S. Rangasamy College of Technology, Tiruchengode - 637215, Tamilnadu, India.
Neha Rajas Indian Assistant Professor, AI & DS, Vishwakarma Institute of Technology, Pune, Maharashtra, India.
Surabhi kakde Indian Assistant professor, AI & DS, Vishwakarma Institute of Technology, Pune, Maharashtra, India.
Dr. Preeti Bailke Indian Associate Professor, Information Technology, Vishwakarma Institute of Technology, Pune, Maharashtra, 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 present invention relates to the development and implementation of systems, methods, and technologies to optimize various aspects of HRM using advanced analytics techniques and AI algorithms. This field encompasses a wide range of applications, including but not limited to talent acquisition, employee performance evaluation, workforce planning, training and development, employee engagement, retention strategies, and HR policy optimization. By leveraging HR analytics and AI, this invention aims to enhance decision-making processes, improve operational efficiency, and drive strategic initiatives within organizations to better manage their human capital.

BACKGROUND OF THE INVENTION
There are currently a variety of information sources that are available to steer navigation and drive the accomplishment of success for a variety of enterprises. This is due to the fact that there are multiple signals of growth in technology, innovation, and cloud computing. Collecting the appropriate kind of information is typically at the top of the list of priorities for human resources departments that want to have strong scientific abilities. Those human resources departments that are functioning exceptionally well are aware of the fact that they may use information as a means to generate possibilities by identifying particular metrics or information that conveys a particular concept for the purpose of developing plans. After then, these tactics are utilized for the purpose of advancing and growing the firm. It is the responsibility of human resources to ensure that the organizations adhere to the particular metrics and benchmarks in order to achieve their essential objectives. HR Analytics, commonly referred to as people analytics, is a technique that involves the collection and interpretation of data pertaining to employees for the purpose of enhancing the performance of both individuals and teams within an organization.

SUMMARY OF THE INVENTION
There are a number of benefits and challenges associated with transforming human resource management with HR analytics, including a lack of interest and support from the business and management, a lack of training skill development program to handle HR analytics, HR Analytics gathers and deciphers employee-related information and helps them to perform better, and HR Analytics carry out complex tasks and help to prepare future strategies. The invention comes to the conclusion that there are a number of benefits and challenges associated with HR Analytics. Additionally, it has been discovered that the implementation of HR Analytics in the process of transforming human resource management has a major impact on a business. With the findings that were presented in the study, it has become abundantly clear that HR Analytics can provide a comprehension of business capacities and assist HR professionals in the process of developing plans that optimizeability speculations while simultaneously observing and improving various functions of HR, including talent acquisition, employee engagement, performance management, compensation and benefits, and a variety of other functions. Human resources have a big role in the outcomes of corporate operations, and the utilization of information provides a substantial advantage in terms of the decision-making process for businesses. Increasingly, businesses are putting together teams of individuals who are proficient in analytics, rapidly replacing the conventional administrative frameworks, and incorporating analytical thinking into human resources in order to better inform their decisions and goals. The job that is being done in Human Resources is currently transitioning from an administrative role to a system of cooperation. This indicates that innovation is having a big impact on the way in which HR engages with both the representatives and the partners.

BRIEF DESCRIPTION OF THE DRAWINGS
Fig. 1: Depicts the conceptual model of personalized HRM.
Fig. 2: Depicts the Subsets of artificial intelligence.

BRIEF DESCRIPTION OF THE INVENTION
Because HRM is still a relatively new concept, businesses are starting to understand the role of the HR department in relation to their objectives. When it comes to the long-term health of the company and the strategic objectives of competitive advantage, it is among the most crucial duties for every firm. A personal management department had been set up earlier to boost performance after World War One. Since then, the goal of human resource management has shifted to enhancing employees' working environments within companies (Malik, 2019). The outside world is always changing, and businesses have to compete fiercely in the marketplace. They have to be ready with their best cards if they want to succeed in this environment. Any company has to hold onto its competitive advantage in a fight this intense. A lot has changed over time, and with it, so has the requirement for highly productive workforces. Human resource management is one division that may find the right talent, assist it in assimilating into the workplace, and inspire it to give it all in order to produce outstanding results.

Based on normative perspectives, human resources is defined as the position that manages employees in the organization. As per many scholars, human resource management involves cultivating connections between employers and employees to achieve both organizational and personal objectives. Human resource managers are equipped with the abilities needed to establish organizational policies and monitor adherence to them by staff members. Two further methods are available, starting from a normative perspective: the descriptive and conceptual approaches. Despite the fact that conceptual approaches are based on facts, decisions are made based on their conceptual perspective, which puts these points of view at odds with one another. Descriptive viewpoints rely on facts. From a historical perspective, modern human resources take into account many matrices and conceptual decision-making.

The strategies created by human resource management are essential to accomplishing the objectives of an organization. However, these strategies can have a big impact on HR Analytics, which helps managers make even better decisions under difficult situations. These days, businesses worldwide are focusing on processes that are backed by a wealth of accurate information. These strategies help managers make better decisions that will benefit stakeholders and help the company grow by utilizing data that is easily accessible to them. Evidence-based management strategies have been the subject of much discussion among academics, and real-world organizations that have achieved rapid expansion over time have adopted similar ideas. The focus of every company's human resources division is on investing in talent to show that companies can reach their full potential and maintain their competitiveness. Human resource analytics is one such area where data has been used to assist the company in making better decisions. The benefit to the companies is that this gives them data-driven, realistic strategic options that create value and guarantee process sustainability.
Finding logical explanations for creating business strategies is a scientific process known as analytics, which is another word for data manipulation. Business analytics is another kind of data manipulation that helps with better decision-making. Statistics and mathematics must be used appropriately for any kind of data processing. The corporate world's success with data and scientific data management has led to a growing importance of business analytics in many management programs. Business analytics is currently used not only in marketing and financial decisions but also in the human resources domain. In the present world, business analytics in human resources has become increasingly important because of the strong association that exists between human resource operations and organizational sustainability and strategy. This article provides information on HR analytics and its importance for the expansion of the HR department.

Human resource analytics refers to the volume of data that helps with HR-related knowledge and decision-making. With the aid of HR analytics or people analytics, one may not need to depend on erratic perceptions or any other kind of observation to work on the viability of HR procedures. All things considered, personal data can be measured and reported to aid in a more precise evaluation of the workforce that is now employed. Additionally, trends can be found through HR information analysis, and conclusions drawn from this study can help shape decisions about how best to improve employee compensation, career development, performance reviews, and other processes. HR Analytics may be useful if the firm has equipment to comprehend and apply the available data. Additionally, managers may not be able to find pertinent and useful information in the company's HR data despite new innovations.

In response to a poll by the business "Deloitte," 74% of HR and IT professionals stated that technologies such as machine learning (ML), artificial intelligence (AI), and cloud-based data were helpful. However, only 26% of the group used analytics and technology in their work. If managers want to get the most out of HR data and make it truly valuable, they need to consider the several ways HR analytics may support their daily interactions with employees. Even though complex management problems don't always require a team of analytics specialists to address, managers may discover that even little attempts to pick up new HR analytics skills can have a big impact. Talent selection and recruiting are just two of the HRM activities that can benefit from the usage of HR analytics. Another is encouraging candidates to apply and hiring them. A large number of tasks related to the hiring process can be carried out automatically, and the data collected by the system can be used to more efficiently analyze job applications, employee hires and terminations, and employee moves. HR analytics can be used to evaluate the attrition rate and determine the elements that influence attrition within the organization. Another aspect of human resource management is pay and benefits. HR analytics can be used to create measurements and compare compensation packages to those of similar companies in order to ascertain industry standards. With a stronger comparison, managers will be able to hang onto talented employees who add value to the company.

Rewards and acknowledgement play a critical role in motivating staff members and helping them achieve high levels of job satisfaction, which in turn makes them feel accountable and responsible for the task they complete. When employees lack motivation, they often perform below standards, which is bad for the business. Firms need to make sure that employees are motivated to a certain degree so they can perform their jobs as efficiently as possible. When workers' efforts are acknowledged for accomplishing objectives or behaving responsibly at work, they can only be motivated to put in more effort. However, there are times when it becomes difficult for the HR manager to decide what kind of incentives the employees could receive and when.

In these circumstances, managers can also profit from HR analytics since they can use pre-existing data to make suggestions about the kind of rewards an employee should receive and when to receive them. Awards could be given out whenever the employees have reached a certain level of productivity. As a result, using human resource data to evaluate commitment and performance levels among individuals as well as suggest tactics that could improve performance, human resource analytics may prove useful. The human resource activities of a company are interconnected since evaluating an individual's performance usually reveals areas in need of improvement. Workers who have identified skill gaps may be given specialized training to bridge the gap and acquire new skills in the process. Learning and development is another function of human resources; it gives employees the tools they need to pick up, forget, and re-learn the new skills, information, and abilities needed to thrive in a competitive workplace.

Businesses are putting a lot of effort into gaining a competitive advantage in order to attract talent and customers. Maintaining moral and ethical standards gives a sustainable firm an advantage while establishing its reputation in the marketplace. In 2021, the HR Policy Association carried a study to determine several figures pertaining to diversity and inclusion. The study results show that HR executives are putting a lot of effort into maintaining high levels of diversity and inclusion in their companies. This is because they believe that a more diverse group can solve complicated challenges because they have different perspectives on the same issue. HR analytical tools with integrated algorithms can produce a matrix that takes diversity into account when employing new employees and setting pay parity for workers at the same level. Employees in HR can ensure legal compliance while also promoting diversity and inclusion by taking this action.

Formerly a cost center, HR has changed to become a department that not only helps the company save money but also attends to the needs of its employees, thanks to the introduction of new technologies and HR data analytics. For example, HR analytics can be utilized to create reports and identify the key benefits that keep employees motivated and in demand. Similarly, HR analytics may be incorporated into the system to ascertain the exact expense of offering benefits to the employees and pinpoint areas where expenses can be minimized to improve and create offers or perks that are not only competitive but comprehensive as well. Employees need to keep up to date on the latest developments because of the ever-evolving technological world, which leads to organizational changes. Because they understand the need of reskilling and upskilling their workforce, businesses are now heavily investing in the training and development needs of their employees. Businesses should make tools available to people so they can learn more and grow in their jobs. Apart from the individual advantages, this helps a business retain a pool of capable, qualified, and competent workers. HR analytics has significantly improved HR managers' assistance with training and development activities by enabling them to monitor training hours, make recommendations based on available data, and identify employees who would like to get training through unconventional means.

In the world of human resources, the phrase "employee engagement" has acquired prominence. Several studies by academics and business experts have demonstrated the significance of this concept in raising employee motivation and work satisfaction inside an organization. Human resource analytics has improved employee engagement in a number of ways. Measuring and comparing engagement levels across departments, locations, and sectors is a common task that HR analytics has made easier. Low levels of engagement have been linked to higher staff churn and absenteeism in the companies, according to this assessment. In order to create better policies, better benefits, higher compensation, higher levels of engagement, and other activities that keep employees motivated and happy in their roles, HR managers can thus monitor these indicators and take into consideration the causes of employee turnover and solve them. Various workplace engagement initiatives can give workers a break from their daily responsibilities and help them find possible interests and skills outside of work. Input is essential to the HR analytics solutions' optimization. New interventions can be added as needed, and the current system can be changed in response to feedback from different stakeholders.

, Claims: 
WE CLAIM
1. HR analytics, or people analytics, analyzes personnel data to improve organizational performance. Some call the cycle talent or workforce analytics.
2. HRM is new, and companies are integrating HR duties with goals.
3. HR strategies strongly influence company goals. The use of HR Analytics can help managers make better judgments in difficult situations.
4. HR analytics: Data and decision-making. HR or people analytics can evaluate HR practises without relying on impressions or other observations.
5. HR has become a cost-saving, employee-focused department using technology and data analytics.
6. Modern companies value staff training and development for reskilling and upskilling.
7. Innovation is transforming HR's relationship with representatives and partners from administrative to collaborative.

Dated this 19th March 2024.

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