Machine Learning (ML) in the area of Human Resources represents a great advance in the search and retention of talent, improving the experience of the employee, as well as the adaptation of people to teams or positions and even having an impact on motivation.
Tom Mitchell defines it as a “computer program that learns through experience E with respect to some kind of tasks T and measure of performance P, if its performance in tasks in T, measured by P, improves with experience E”.The development of Machine Learning is the key to the optimal management of Big Data. This gear should not be underestimated considering that we refer to machines that learn and are able to predict behaviours, evaluate actions and analyze, in a matter of seconds, millions of data.
This relationship can be reached in the following way:
– Supervised Machine Learning (SML) refers to the interpretation of the Big Data, previously classified, and thus be able to predict behaviours and trends.- Unsupervised Machine Learning (UML) refers to the interpretation of millions of data and unclassified records, which intensifies the development of algorithms and artificial intelligence systems (AI).
Machine Learning Vs Deep learning
Going a step further is deep learning, a concept encompassed within machine learning that works differently. On this occasion, the main difference between these learning methods is that the level of detail in deep learning is greater, which points to the resolution and analysis of more complex situations. A better understanding of the employees’ engagement in the organization, boost their potential and create better working climates with something as simple as the storage of quality data, is start living in the future.