Former approach that enterprises used to recruit before the applicability of GROW 131.2.. The approach that enterprises used to recruit after the applicability of GROW 142.. Former appro
VIETNAM NATIONAL UNIVERSITY, HO CHI MINH UNIVERSITY OF ECONOMICS AND LAW CASE STUDY Topic: GROW: Using Artificial Intelligence to Screen Human Intelligence Lecturer: Nguyen The Dai Nghia Class: 222MI5217 Group: X5 No Name Student ID 01 Hoàng Khánh Vân K214110872 02 Đặng Bảo Uyên Nhi K214111328 03 Nguyễn Quốc Khang K214110861 04 Nguyễn Trương Lợi Phương K214110867 05 Lê Việt Dương K214111969 TABLE OF CONTENTS I INTRODUCTION 1 1 Introduction about IGS and Masahiro Fukuhara 1 1.1 IGS 1 1.2 Masahiro Fukuhara 1 2 Introduction about GROW 1 2.1 The journey of establishment - GROW’s history 1 2.2 Details of GROW 2 2.3 How GROW works 4 3 Summary about GROW 11 3.1 Overall 11 3.2 Summary of GROW’s functions 12 II HOW BUSINESSES USE GROW 13 1 Septeni 13 1.1 Former approach that enterprises used to recruit before the applicability of GROW 13 1.2 The approach that enterprises used to recruit after the applicability of GROW 14 2 All Nippon Airways 14 2.1 Former approach that enterprises used to recruit before the applicability of GROW 14 2.2 The approach that enterprises used to recruit after the applicability of GROW 14 3 Mitsubishi 16 3.1 Former approach that enterprises used to recruit before the applicability of GROW 16 3.2 The approach that enterprises used to recruit after the applicability of GROW 16 III OBJECTIVES 16 1 Company overview and current situation 16 2 Objectives 17 i 3 Setting goals 17 4 Summary 17 IV KEY ISSUES 18 1 List of key issues 18 2 Analysis of key issues 18 2.1 The conflict between expanding the use of GROW or only focusing on the areas where it is likely to have the most meaningful impact 18 2.2 AI can lead to some errors during the process of evaluating the competency and personalities of candidates 19 2.3 The interaction between the HR department of a company and the candidates is limited 20 2.4 GROW can be competed by other competitors in its industry 20 2.5 The standards of competency and personality assessment are limited 20 3 Summary of key issues 21 V EVALUATION OF THE SOLUTIONS 22 1 Criterion 22 2 List of solutions 23 3 Evaluation of the solutions 24 VI RECOMMENDATIONS 25 1 SWOT Analysis 25 1.1 Strengths 25 1.2 Weaknesses 26 1.3 Opportunities 26 1.4 Threats 27 ii 2 Financial analysis 27 2.1 Cost 27 2.2 Revenue prediction 27 3 Recommendations 27 3.1 Recommendations 28 3.3 Risk mitigation 35 3.4 Contingencies 35 3.5 Summary of recommendations 36 4 Assessment of recommendations 37 5 Summary 39 5.1 First issue - The conflict between expanding the use of GROW or only focusing on the areas where it is likely to have the most meaningful impact 39 5.2 Second issue - AI can lead to some errors during the process of evaluating the competency and personalities of candidates 40 5.3 Third issue - The interaction between the HR department of a company and the candidates is limited 42 5.4 Fourth issue - GROW can be competed by other competitors in its industry 42 5.5 Fifth issue - The standards of competency and personality assessment are limited 43 5.6 Cost estimation 44 VII CONCLUSION 45 VIII CONTRIBUTION ASSESSMENT 46 1 Overall assessment 46 2 Trello-tracking tools 47 2.1 Overview 47 2.2 Cards 47 iii 2.3 Conclusion 49 TABLE OF FIGURES Figure 1 Hiring company’s user flow 5 Figure 2 Candidate's user flow 5 Figure 3 Step-by-step workflow 6 Figure 4 Using GROW 7 Figure 5 Competency Evaluation in GROW 8 Figure 6 Implicit-Association Test (IAT), GROW’s Personality Assessment 9 Figure 7 How the Artificial Intelligence in GROW Works 10 Figure 8 Point chart of ANA 15 Figure 9 A competency - query - rubric structure in ISG 23 Figure 10 Trello’s tracking tool 48 iv TABLE OF TABLES Table 1 Summary of GROW application 11 Table 2 Summary of GROW’s function 12 Table 3 Summary of GROW’s objectives and goals 18 Table 4 Summary of GROW’s key issues 21 Table 5 Evaluation of the solutions 24 Table 6 Implementation timeline of recommendations for the first issue 28 Table 7 Resources used for recommendations of the first issue 29 Table 8 Implementation timeline of recommendations for the second issue 30 Table 9 Resources used for recommendations of the second issue 30 Table 10 Implementation timeline of recommendations for the third issue 31 Table 11 Resources used for recommendations of the third issue 31 Table 12 Implementation timeline of recommendations for the fourth issue 32 Table 13 Resources used for recommendations of the fourth issue 33 Table 14 Implementation timeline of recommendations for the fifth issue 33 Table 15 Resources used for recommendations of the fifth issue 34 Table 16 Cost estimation for implementing recommendations 34 Table 17 Risk mitigation of recommendations 35 Table 18 Contingencies for recommendations 35 Table 19 Summary of recommendations 36 Table 20 Assessment of recommendations 38 Table 21 Recommendations summary of first issue 39 Table 22 Recommendations summary of second issue 40 Table 23 Recommendations summary of third issue 42 v Document continues below Discover more from: E-Commerce Trường Đại học Kinh tế –… 172 documents Go to course Don xin xac nhan thanh vien trong ho gia dinh 1 100% (9) Topic 1-ĐÁP ÁN 100% (6) 5 E Com platforms Report in VN- First half 2023-by Metric 52 E-Commerce 100% (1) Testbank ecommerce Chapter 2 100% (4) 22 E-Commerce Topic 4 Saving dap an 4 E-Commerce 100% (3) Topic 2-2020 ĐÁP ÁN 6 E-Commerce 100% (3) Table 24 Recommendations summary of fourth issue 42 Table 25 Recommendations summary of fifth issue 43 Table 26 Cost estimation 44 Table 27 Conclusions about GROW 45 Table 28 Overall assessment of team distribution 46 Table 29 Purposes of Trello’s cards 47 Table 30 Strengths and weaknesses of Trello 48 PREFACE Competencies and personality are two distinct but related concepts that are often used in the context of assessing individuals in various domains, including education, employment, and personal development Competencies refer to the specific skills, knowledge, and abilities that a person possesses in order to perform a particular task or role effectively Personality, on the other hand, refers to the set of traits, characteristics, and behaviors that make up an individual's unique psychological structure Competency and personality assessments have become increasingly popular in both education and recruitment settings There are several reasons for this demand, such as identifying the strengths and weaknesses of candidates, making informed decisions, enhancing development, improving fit, and reducing bias in the recruiting process However, recruiting talented employees can be challenging for any organization and some common problems are the competition with other businesses and finding qualified candidates that best suit the recruiting firms’ job requirements That is why GROW was created as it is a software application that uses artificial intelligence (AI) to screen human intelligence It is designed to help organizations and businesses identify the best candidates for a job, particularly those who have the necessary cognitive abilities and problem- solving skills In this case study, objectives, key issues and recommendations are discussed and proposed to remedy and improve the current state of GROW vi vii I INTRODUCTION 1 Introduction about IGS and Masahiro Fukuhara 1.1 IGS Institution for a Global Society (IGS) is a platform for the development of individuals, society, and global citizenship to analyze people and teams in HR and Education, using data-driven insights to help companies make better decisions about hiring, employee engagement, and team building Its solutions include GROW, which uses an installed AI engine to scientifically measure competency and disposition, provide a visualization of ability, and create job matches for new graduates based on their calculated compatibility The company has been recognized for its innovative approach to HR and was named one of Japan's 50 most disruptive startups by Disruptor Daily in 2018 Capital: JPY 391 million (as of December 31, 2022) Founder: Masahiro Fukuhara Established in: May, 2010 Location: Head Office 〒150-0022, 4F, 1-11-2 EbisuMinami, Shibuya-ku, Tokyo 150-0022, Japan 1.2 Masahiro Fukuhara Masahiro Fukuhara is a founder and CEO of Tokyo-based people analytics startup Institution for a Global Society (IGS), which he started in 2010 Prior to founding IGS, Fukuhara was a Managing Director at asset management firm Barclays Global Investors (BGI) where he made investment decisions based on computer-driven models He has nearly two decades of working experience in data analysis and machine learning, came up with the idea of using artificial intelligence learning to build an application to help change people's behavior for the better and to assist HR in recruitment Concerning Fukuhara’s academic level, he earned his Bachelor's degree in Economics from Keio University and MBA from INSEAD He also holds a Master's degree (with Honors) in International Finance from Grandes Ecoles HEC and a Ph.D from Tsukuba University Graduate School of Business Sciences He is currently a Project Professor at the Economics Department at Keio University, a Visiting Professor at Tokyo University of Science, and a Project Professor at Hitotsubashi University Graduate School 2 Introduction about GROW 2.1 The journey of establishment - GROW’s history 1