Ubiquitous Emotion Analytics and How We Feel Today

Emotions are complicated. Humans feel deeply, and it can be hard to bring clarity to those depths, to communicate about feelings, or to understand others’ emotional states. Indeed, this emotional confusion is one of the biggest challenges of deciphering our humanity. However, a kind of hope might be on the horizon, in the form of emotion analytics: computerized tools for recognizing and responding to emotion. This analysis explores how emotion analytics may reflect the current status of humans’ regard for emotion. Emotion need no longer be a human sense of vague, indefinable feelings; instead, emotion is in the process of becoming a legible, standardized commodity that can be sold, managed, and altered to suit the needs of those in power. Emotional autonomy and authority can be surrendered to those technologies in exchange for perceived self-determination. Emotion analytics promises a new orderliness to the messiness of human emotions, suggesting that our current state of emotional uncertainty is inadequate and intolerable

How We Can Apply AI, and Deep Learning to our HR Functional Transformation and Core Talent Processes?

[Excerpt] While organizations agree with the importance of AI, only 31% are ready to embrace or have already applied it to their HR process. There are varying levels of acceptance for AI across the HR function. Top areas of implementation are: recruiting and hiring (49%), HR strategy and employee management decisions (31%), analysis of workplace policies (24%), and automation of tasks previously performed by humans (22%)

Social media data analytics for the NSW construction industry : a study on Twitter

The primary aim of this dissertation is to explore the social interaction and relationship of people within the NSW construction industry through social media data analytics. The research objective is to perform social media data analytics through Twitter and explore the social interactions between different stakeholders in the construction industry to understand the real-world situations better. The data analytics was performed on Twitter tweets, retweets, and hashtags that were collected from four clusters on construction stakeholders in NSW, namely construction workers, companies, media, and union. Tweets, retweets, and hashtags that were collected from four clusters on construction stakeholders in NSW, namely construction workers, companies, media, and unions. The thesis seeks to perform social media data analytics in order to explore and investigate the social interactions and links between the different stakeholders that are present in the construction industry. Investigating these interactions will help reveal a multitude of other related social aspects about the stakeholders, e.g., their genuine attitudes about the construction industry and how they feel being involved in this field of work. In order to facilitate this research, a social media data analytics study was carried out to find out the links and associations that are present between the construction workers, companies, unions, and media group entities. Five types of analyses were performed, namely sentiment analysis, link analysis, topic modelling, geo-location analysis, and timeline analysis. The results indicated that there are minimal social interactions between the construction workers and the other three clusters (i.e., companies, unions, and the media). The main reason that has been attributed to this observation is the way workers operate in a rather informal and casual manner. The construction companies, unions, and the media define their behavior in a much more formal and corporate attitude, hence they tend to relate to one another more than they do with workers. A number of counteractive approaches may be enforced in an effort to restore healthy social relations between workers and the other three clusters. For example, the company management teams should endeavor to develop stronger interactions with the workers and improve the working conditions, in overall

Artificial Intelligence in Human Resource Management: Advancements, Implications and Future Prospects

The present condition, challenges, and potential applications of artificial intelligence (AI) in human resource management (HRM) are all explored in this survey article. As an innovation, artificial intelligence (AI) has the potential to completely revolutionize several facets of human resource management (HRM). Examining the usage of AI-powered tools and systems in different HR processes, the present situation with AI in HRM is examined. These encompass learning and development, performance management, employee engagement, and recruiting. The use of AI algorithms and machine learning approaches to automate regular HR operations, analyze vast amounts of employee data, and provide insightful data to aid decision-making is addressed in this article. However, integrating AI into HRM also poses a number of difficulties that must be resolved. Bias, privacy issues, and transparency are just a few of the ethical and legal ramifications of using AI in decision-making processes that are discussed in this survey. The study emphasizes how accountability and fairness must be maintained in AI systems by responsible design, oversight, and periodic evaluation. With an emphasis on job displacement and workforce reorganization, the possible influence of AI on the human workforce is also explored. To effectively traverse this change, strategies including work role redefinition, employee up skilling, and establishing a collaborative atmosphere between humans and AI are suggested. The possible advantages and breakthroughs that AI might bring to HRM practices are highlighted as the future perspectives of AI in HRM are examined. As new applications for AI in HRM, sentiment analysis, predictive analytics, intelligent decision support, and personalized employee experiences are all highlighted. In order to fully realize the promise of AI in HRM, the study underlines the significance of data infrastructure, data governance frameworks, and a data-driven culture. Overall, this survey study offers an in-depth review of the existing situation, difficulties, and prospects for AI in HRM. It aggregates current information, identifies research gaps, and gives practitioners and scholars new perspectives on how AI will fundamentally alter the way HRM activities are carried out in the future

AAPOR Report on Big Data

In recent years we have seen an increase in the amount of statistics in society describing different phenomena based on so called Big Data. The term Big Data is used for a variety of data as explained in the report, many of them characterized not just by their large volume, but also by their variety and velocity, the organic way in which they are created, and the new types of processes needed to analyze them and make inference from them. The change in the nature of the new types of data, their availability, the way in which they are collected, and disseminated are fundamental. The change constitutes a paradigm shift for survey research.There is a great potential in Big Data but there are some fundamental challenges that have to be resolved before its full potential can be realized. In this report we give examples of different types of Big Data and their potential for survey research. We also describe the Big Data process and discuss its main challenges

The Potential of Social Media Analytics for Improving Social Media Communication of Emergency Agencies

A growing number of people use social media to seek information or coordinate relief activities in times of crisis. Thus, social media is increasingly used by emergency agencies as well to reach more people in crisis situations. However, the large amount of available data on social media could also be used by emergency agencies to understand how they are perceived by the public and to improve their communication. In this study, we examined the Twitter communication about the German emergency agency “Johanniter-Unfall-Hilfe” by conducting a frequency, sentiment, social network and content analysis. The results revealed that a right-wing political cluster politically instrumentalised an incident related to this agency. Furthermore, some individual persons used social media to express criticism. It can be concluded that the use of social media analytics in the daily work routine of emergency management professionals can be beneficial for improving their social media communication strategy