["make VR more accessible to the engagement, etc. So far, the processes simultaneously. workforce of the companies. commonly used chatbots in the industry were not powerful By intelligently planning tasks Data Analysis enough to provide the real-time in multiple processes, quantum As the availability of data keeps communication capabilities for technology and machine increasing in the HR field, it the above use cases. But, the learning can support the HR has enabled HR professionals amalgamation of AI, ML, and function to execute scheduling to leverage data analytics to quantum technologies can take without errors . Large data sets make informed predictions. chatbots in HR space miles ahead can be analyzed using quantum Data analysis can be used for from their current position. algorithms, which can then multiple purposes like workforce improve schedules depending planning, talent acquisition Quantum computing can on several restrictions including and management, performance improve \u2018Natural Language staffing needs, employee and productivity measurement, Processing\u2019 in chatbots and preferences, and availability. benefits management, etc. While make real-time and personalized HR practitioners can anticipate HR professionals have the access communication possible. High- and proactively handle to large amounts of data, the level algorithms can improve the workforce challenges by using tools for analyzing them from the accuracy of language translation, quantum technology along with HR perspective are still limited. sentiment analysis, and speech machine learning algorithms Quantum technology can solve recognition. The response speed that leverage historical data to the problem of data analysis of chatbots can be dramatically predict future staffing demands. for HR managers and make faster. The ability to learn more HR executives may expedite planning and forecasting much about employees\u2019 preferences, their scheduling processes, more efficient and accurate behaviors, and interests, can increase staff productivity, and for their employers. Quantum be used to provide more free up time to concentrate on technology-enabled HCM personalized interactions. All more strategic objectives by products will be faster at sorting these capabilities will enable HR combining quantum technology resumes, building employee departments to shorten their and machine intelligence. retention strategies, maintaining turnaround time to employee unbiased diversity and queries and deliver high In summary, quantum inclusion, and much more. HR employee satisfaction. technology has the potential professionals will be empowered to change a wide range of with strong analytical decision Scheduling Activities industries. The HR industry making tools if quantum Activities like employee will primarily benefit from technology becomes accessible to scheduling, interview scheduling, its improved computing them via HCM platforms. training scheduling, time-off capabilities. As a result, HR scheduling, shift scheduling, professionals will have access Real-time Communication are intrinsic parts of an HR to cutting-edge tools and The recent developments in job. They are also important to forecasting models that will generative AI has demonstrated maintain the optimum amount greatly enhance their decision- the wide applications of chatbots of workforce in the organization making capabilities. The real in almost every field.Similarly without compromising employee influence of quantum technology the HR space can also use experience and employee on HR management, however, chatbots for purposes like job engagement. However, scheduling will rely on how affordable posting, conducting interviews, is a complex, arduous, and error- and widely available it is. It evaluating candidate responses, prone process if done using will be interesting to see how handling employee queries, ordinary technology products, human resources change with performance management, especially in large organizations the advancement of quantum helping with learning and with thousands of employees technologies. development, employee working on hundreds of different gg 51 April 2023 www.sightsinplus.com","Editorial By SightsIn Plus Bard Vs ChatGPT, Important Facts About Generative AI Chatbot BARD\u2013\u00a0Benchmark BARD share data, collaborate with for Autism Research BARD is a database that other researchers, and accelerate Data\u00a0and Chat GPT\u2013 provides a platform research in the field of autism. Generative Pre-trained for researchers to share and The primary application of Transformer\u00a0are two analyze\u00a0autism-related data. BARD is in the research and different technologies It was created to address the development of tools and challenges of studying autism, a techniques for autism diagnosis, that have unique complex developmental disorder treatment, and management. characteristics and that affects social interaction and BARD provides a valuable uses. Here, we will communication skills. resource for machine learning explore the differences BARD provides a algorithms to learn and make between BARD and comprehensive database of predictions based on a large and ChatGPT, including their autism-related data, such as brain diverse dataset of autism-related applications, benefits, and scans, behavioral observations, data. and genetic data. Researchers Predictive models can be limitations. can use BARD to analyze and developed to predict the 52 SightsIn Plus","likelihood of a child developing virtual assistants, and content Comparison autism based on\u00a0genetic data\u00a0and creation. In terms of benefits, BARD and behavioral observations. ChatGPT both have unique BARD also facilitates the sharing ChatGPT Limitation advantages. BARD provides of data and collaboration One of the limitations of\u00a0 a comprehensive database between researchers, leading ChatGPT\u00a0is that it is only as of autism-related data that to faster and more efficient good as the data it was trained can be used for research and research. on. While ChatGPT can generate development of tools and text that is grammatically correct techniques for autism diagnosis, BARD\u00a0Limitation and semantically coherent, it treatment, and management. One of the limitations of BARD may not always produce text that ChatGPT, on the other hand, is is that it is focused only on is accurate or factually correct. advancing NLP capabilities by autism-related data. While this Additionally, ChatGPT may not generating human-like text and is useful for autism research, it be able to generate text that is improving the quality of content is not applicable to other fields completely free of bias, as it is creation. or applications. Additionally, trained on data that may contain BARD may not be accessible to bias. Final Words everyone, as access to the data BARD and ChatGPT are two requires permission from the Both technologies different technologies that have relevant authorities. have their unique characteristics and uses. applications, BARD provides a platform for ChatGPT benefits, and researchers to share and analyze ChatGPT, on the other hand, limitations, and autism-related data, while is a language model that can can be used to ChatGPT is a language model generate human-like text. It advance AI that can generate human-like is based on the Transformer evolution in text. Both technologies have architecture and was trained different ways. their applications, benefits, and on a large corpus of text limitations, and can be used to data.\u00a0ChatGPT\u00a0is capable of advance AI evolution in different generating text on a wide range ways. of topics, from news articles to poetry. gg The primary application of ChatGPT is in natural language By SightsIn Plus processing (NLP) and natural language generation (NLG). NLP www.sightsinplus.com is a subfield of AI that focuses on the interaction between computers and human language. ChatGPT is advancing NLP capabilities by generating human-like text and improving the quality of content creation. NLG is a subfield of NLP that focuses on generating human- like text. ChatGPT is helping to create more engaging and compelling content for a wide range of applications, including chatbots, 53 April 2023","Insights Shaleen Manik Ways of Giving Effective Feedback to Multi- Generational Workforce & Build Cohesive Culture Shaleen Manik Chief Human Resources Officer Transsion India About the Author Gen Xers prefer to receive feedback in a private set-up and value it when it is open Shaleen Manik, Chief Human and honest. Short-term objectives that Resources Officer,Transsion can be achieved quickly and feedback that highlights their contributions to the team India. He is a result oriented and company work best to motivate this professional with 20 years generation. of rich experience in human As leaders, we must unique traits, qualities, and resources. Prior to joining recognize and celebrate quirks to the workplace. the variety in our It is essential to create a work Transmission India, he was workplaces, including the environment where feedback associated with Vodafone diversity in age, which is greater may be openly exchanged, than ever. Every day, more especially amongst different Idea Limited as GM- Human millennials join the workforce, age groups. Good leaders are Resources and previous he even as more baby boomers put aware of this and know how off retirement. We all are aware to communicate with different worked with companies like that every generation offers generations in a way that is not Pitney Bowes Inc., and Info Edge India Ltd. 54 SightsIn Plus","only accepted positively but 2.\t Use statistics to support Short-term objectives that can be also translated into action. As a their comments, such as achieved quickly and feedback result, various generations will performance reviews and that highlights their contributions require a different strategy while goal-achieving data. to the team and company work speaking with one another. best to motivate this generation. 3.\t Give respectfully They can better understand their Effective feedback-sharing straightforward and honest job roles and value with regular, when working with a mixed feedback. constructive feedback, which also generational workforce is presents chances for personal a crucial component of any 4.\t Make sure that each person development. leader\u2019s toolkit. receives input that is Examples from everyday living specific to them and that of how leaders can interact with Let\u2019s begin, learn how various their accomplishments are Generation X: age groups react to and prefer recognized. 1.\t Set attainable objectives for feedback. 5.\t To make sure Baby Boomers them to strive towards. Baby Boomers (Born Between have understood the input 2.\t To offer suggestions and 1946 And 1964) and addressed any issues, Baby Boomers view feedback follow up with them. comments, communicate as a means of ensuring growth frequently and honestly. and development. They 6.\t Encourage Baby Boomers to 3.\t Encourage them by praising respect honest feedback, and share their opinions on their their accomplishments. they frequently take feedback personal encounters because 4.\t Give each person seriously. Baby Boomers value they may have insightful individualized chances for input that has been thoroughly information. learning and growth. investigated and supported 5.\t Encourage your team to be by data. For Baby Boomers, 7.\t Promote flexible work plans accountable for their efforts. providing constructive, in- that can adapt to shifting 6.\t Respect their need for a work- person feedback is crucial. demands and standards. life balance by offering open The best strategy is to offer scheduling options when we constructive feedback in a Generation X can. respectful manner, which (Born 1965-1980) 7.\t Give them credit for the enables direction without Feedback is viewed by members of contributions they made harming. They also place a Generation X (born 1965\u20131980) to the squad and the high priority on personal as a platform to ascend personally organisation. development, so when and professionally. They favour making remarks, be sure to input that is results and goal- Millennials (Born Between set reasonable expectations driven. Additionally, Gen Xers 1981 And 1996) and acknowledge their prefer to receive feedback in a Millennials view feedback as a accomplishments. private set-up and value it when it means to increase understanding is open and honest. and trust. They typically Real-world scenarios can be welcome constructive criticism used as examples of how leaders Millennials are and value input that offers can provide feedback to Baby less responsive to suggestions for improvement. Boomers. harsh feedback and Additionally, timely and negative feedback, consistent input is valued 1.\t To ensure Baby Boomers are and they might by millennials. Millennials conscious of their progress, even become are accustomed to frequent give them in-person feedback disengaged from communication, so they might frequently and constructively. their jobs. presume that if their manager doesn\u2019t provide any feedback, 55 April 2023 www.sightsinplus.com","Insights Shaleen Manik they are performing below mentoring or courses for the value of feedback as an averagely. As a result, it\u2019s critical career advancement. instrument for teamwork and to give regular, brief feedback development. The need for to make sure the employee is Gen Z (Born Between 1997 digital communication platforms conscious of their development. To 2010) has grown as a result of flexible Contrary to earlier generations, Feedback is seen as a way for work arrangements like remote Millennials are less responsive Gen Z members (aged between work, which has increased Gen to harsh feedback and negative 1997 and the present) to Zers\u2019 comfort level with getting feedback, and they might even collaborate with their colleagues feedback in this format. become disengaged from their and managers. Direct and useful jobs. As a result, it is important input is what they favour. Managers who want to guide to adopt a positive and beneficial Additionally, Gen Zers value Generation Z should: strategy while also providing feedback that is specific to their support and assistance to needs and objectives. Gen Zers 1.\t Giving regular and explicit encourage learning. are drawn to more natural forms feedback during discussion of communication like face-to- Examples from everyday living face interactions, video chats, or 2.\t Asking questions to better of how managers can interact even text messages when getting grasp each other needs and with millennials include: feedback because they are objectives. constantly exposed to platforms 1.\t Give timely and frequent for communication like social 3.\t Promoting open feedback, both constructive media. communication and and positive. collaboration. The Gen Z generation is used 2.\t Be direct and honest in to getting feedback from peers 4.\t Encourage them to be communication, but also and managers in a variety of innovative and be self-starter respectful and considerate of methods. They value honest their emotions. feedback that is tailored to their 5.\t Using technology to establish particular needs and objectives. successful remote working 3.\t Instead of critiquing and Instead of impersonal emails, relationships with them. judging, offer advice and Gen Zers prefer to receive support. comments in-person, via video 6.\t Recognize and thank chat, or even through text them for their efforts and 4.\t Consider the solutions rather messages. They are aware of accomplishments. than just the issues. Conclusion 5.\t Offer chances for growth and development, such as A more efficient and meaningful feedback process can be 56 SightsIn Plus developed by being aware of the distinctions across the generations when it comes to feedback. Managers should provide feedback in a way that encourages learning, growth, and a sense of value among their team members in order for the organisation to succeed. Because of this, it\u2019s crucial to comprehend how each generation like to get feedback and to modify your leadership style accordingly in order to promote a happier and more effective workplace. gg","PARTNER US FOR ADVERTS Advertising with us exceeds advertisers\u2019 goals almost 100% of the time. We help you grow your business by connecting with HR Leaders\/CHROs\/CEOs\/Business Heads and support brands to connect with Industry in new and effective ways. Advertising at SightsIn Plus Banner Sponsored ads on our Articles Website Advertise- Events ments in and Magazine Experience Press Outreach, Releases \/ Mailers Announce- to Our ments Database Monthly HR Magazine Contact- www.sightsinplus.com, [email protected]","Prime HR Consultancy, Greater Noida"]
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