Multi-Agent AI Systems for Automated HR Case Resolution and Workforce Analytics
DOI:
https://doi.org/10.63282/3050-9262.IJAIDSML-V5I4P122Keywords:
Multi-Agent Systems (Mas), Human Resources Automation, Automated Hr Case Resolution, Workforce Analytics, Cyber-Physical Enterprise Architecture, Case-Based Reasoning (Cbr), Data-Driven Negotiation Mechanisms, Enterprise Information Repositories, Descriptive Workforce Analytics, Predictive Workforce Modeling, Prescriptive Hr Decision Support, Workforce Risk Assessment, Talent Capability Optimization, Organizational Process Automation, Hr Decision Intelligence Systems, Adaptive Agent-Based Architectures, Enterprise State Modeling, Finance–Workforce Integration Analytics, Continuous Organizational Adaptation, Intelligent Hr Management PlatformsAbstract
A systems-oriented perspective of multi-agent systems (MAS) for automating human resources (HR) case resolution and workforce analytics is proposed. For automated HR case resolution, the design of the architectural framework within which the MAS operate is described, core automated case resolution processes are modelled, and agent methods, algorithms, and tools are specified. The architecture comprises functional modules and information repositories that model a cyber-physical representation of the enterprise. Processes within the module integrate data about the past, current, and future states of the enterprise and surrounding environment, use a case-based reasoning approach to diagnosis and problem resolution, and enable data-driven negotiation and continuous adaptation. An analysis of these sources, their interrelationships, and the methods for finance and workforce-related process automation provide the necessary foundation for using an MAS approach. Multi-agent systems perform and support workforce analytics, essentially an assembly of HR-related descriptive, predictive, and prescriptive analyses. The descriptive function integrates internal and external data sources and characterises the workforce in terms of historical and current relational and functional quality, quantity, geographical and organisational distribution, performance and development characteristics, and risk. The predictive function forecasts workforce depletion from normal retirement and turnover, as well as from abnormal circumstances such as illness, disability, natural disaster, and war. The prescriptive function recommends HR capability adjustment actions, as well as preventive and remedial measures to mitigate identified risks to workforce quality and capability. The general approach to automated HR case resolution has been validated with a pilot implementation applied to a typical problem.
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