Expert Systems: AI Technologies for Human/Organizational Behaviors - Essay Sample

Introduction

Examples of such expert systems include the DXplain, CaDet, PXDES, R1/XCON, and DENDRAL computer application software. These are chemical analysis and clinical support systems that enable organizations to treat various illnesses. Another example of an expert system is Machine Learning used by Facebook for face analysis and photo recognition and advertisement purposes. Expert systems apply artificial intelligence technologies in the simulation of human or organizational behaviors, decisions, and judgments.

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Examples of Neural networks in computing include artificial neural networks, mathematical simulation programs, biological neural systems, statistical data models, and artificial neural networks. These networks use interconnected artificial neurons to make predictions, such as on share market status at any particular time.

Machine Learning refers to a computer application system used by social media companies such as Facebook to gather information on the users of such networks for advertising purposes. Essentially, machine learning is a form of artificial intelligence that makes it possible for a computer to process large volumes of cyber data and apply statistics in learning from this data, concluding the data, and making future decisions (Standard Journalism, 2019). On the other hand, deep learning refers to a technique whereby a computer learns to do what human beings can naturally do using sound, text, and images fed into the computer.

Assignment 8 and 9

Social computing as an aspect of computer science facilitates human social dynamics and studies. Using social learning, we can come up with an understanding and analysis of organizational and human behavior in different social contexts. With social networking, the gathering and dissemination of information across markets, organizations, communities, and teams are made possible. Human resource managers make use of social computing in different ways. One way is by gathering relevant information on potential job applicants and candidates and using it to rank them. Another way is using social media sites to advertise for jobs. They also use it to recruit, develop, and outplace job applicants by relying on the information on their social media accounts.

According to Lingen (2012), most HR managers now use social computing to tailor their HR processes and requirements appropriately in ways that conform to people's social preferences. Also, with social learning, HR managers can place employees in the right positions that match their social attitudes, motives, goals, objectives, and likes based on the information gathered from social media platforms such as Facebook, Twitter, and LinkedIn. Also, social computing is a critical tool for HR Managers in that they use it to design their HR processes and activities including recruitment, screening of job applicants, developing talent, and training employees.

References

Lingen, S. (2012). The impact of social computing on humnan resource manajement. Erasmus University Rotterdam, https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=10&cad=rja&uact=8&ved=2ahUKEwjfiovxusLoAhUjz4UKHc3_B6IQFjAJegQIAxAB&url=https%3A%2F%2Fsandervanlingen.files.wordpress.com%2F2012%2F09%2Fthe-impact-of-social-computing-on-human-resource-management-erasmus-university-rotterdam-sander-van-lingen.pdf&usg=AOvVaw3tS0e6INlHFwaRnwvE0CXN

Stanford Journalism. (2019). Machine learnin explained: How Facebook uses it to learn more about you. YouTube. https://www.youtube.com/watch?v=mSV1X-Q6MQY