Introduction to
Neural Methodology For Human Resources By: Prashant Founder & CEO
Kukde

DeepAffects EI Analytics for Human Resources and Project Management
Allié Merrick Designer
Vladimir Fedotov Cover Image
1 Definition 2 Science 3 Value 4 Application 5 Artifacts 6 Tools
This document is proprietary and confidential. No part of this document may be disclosed in any manner to a third party without the prior written consent of SeerNet Technologies. Copyright 2017
Definition of Neural Methodology
“Neural Methodology offers a lightweight framework that includes cognitive, emotional and neural development with iterative training and learning.�
Neural Methodology for Human Resources adopts a primary focus on people’s emotions, skills & maturity central to team collaboration and communication in order to increase the success of HR in recruiting, selection, training, and appraisal of employees.
As opposed to traditional approaches, Neural Methodology offers a lightweight framework that includes cognitive, emotional and neural development with iterative training and learning. This approach helps to flatten the organization and make more permeable the boundaries that typically separate departments and hierarchical levels. The result is the development of higher performing teams.
Neural Methodology unifies Human Resources (HR) and Project management (PM) with the consistent monitoring of task and emotions, by generating EI (Emotional Intelligence) metrics produced for measurable and actionable insights for HR and project managers.
Science of Neural Methodology
“Similar to neural networks, people in teams or organizations are responsible for learning and executing tasks based on a common strategy.�
Neural Methodology takes its inspiration from how our brain’s neural network operates, as it pertains to learning and executing a complex task. In an organization, the individuals are the ‘neurons’. The department hierarchy in the organization or team represents the ‘layers in the neural network’. See the conversion below:
The neurons at the initial base layer of the neural network learn particular characteristics of the input. As multiple layers are added, the dense neural network learns additional features and passes the learned knowledge on. Depending on the position of the neurons in the deep layers, the network learns ‘complex logic’ (higher order features) and forwards the learned information to the next layer. Based on the task at hand, the neurons in the last layer of the network provide an informed response. Every time the neural network learns, it optimizes its weights at each layer to reduce errors and increase knowledge.
Similar to neural networks, people in teams and organizations are responsible for learning and executing tasks based on a common strategy. The individuals in the organization are connected and collaborate with others in the execution of multiple tasks. Both knowledge and emotions are communicated in this process. Every individual attempts to maximize their learning based on their Intelligence Quotient (IQ) and Emotional Quotient (EQ), generating a response that is transferred to the other individuals. Within various roles in the organization, responses are course corrected with the intention to minimize the delta between the desired vs real outcomes. These actions of course correction continuously optimize both
individual and team productivity and minimize misalignments in IQ and EQ. After many iterations, the company culture achieves a normalized EQ - a standard of sentiment. This is very similar to model convergence and key to understanding the baseline EI of the organization.
Value of Neural Methodology for Hiring
“Neural management puts focus on the success of an individual, not only the completion of a task.�
Neural Management is focused on the long term success of an employee and organization, not only the completion of a task. By working in iteration, the intention of this methodology is to drive effective team communication and collaboration.
This contrasts sharply to the more traditional hiring approach that is fixated exclusively on hiring without consideration of the emotional state of the individual, team or company. As a result, the new hire either disrupts the team or struggles to be productive in a short period of time causing project delays and budget overages, due to a lack of understanding of the team’s behavior and company culture.
Neural Methodology learns the human qualities needed to complete the job successfully and with consistency. Realistic KSAOs (Knowledge, Skills, Ability and Other Characteristics) are built in real time for a specific role. This methodology also provide key insights for designing learning, developing performance interventions, and improving HR processes.
Application of Neural Methodology for Hiring
“Neural Methodology can work in concert with standard job analysis. The insights gained can be used to produce actionable recommendations and measurable prioritized KSAOs for the position.�
Hiring is a critical function of Human Resource within any organization. HR, often working with hiring firms, create job descriptions that accurately reflect the KSAOs need for a position. HR follows a ‘job analysis’ process - a systematic process for gathering, documenting and analyzing information about the content, context and requirements of the role.
The current process of job analysis involves the analyst describing 1) the duties of the incumbent, 2) the nature and conditions of work, and 3) some basic qualifications. After this, the job analyst has completed a form referred to as a job psychograph, which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functions and areas of duty for the position, the related tasks and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to confirm this final list in order to validate the job analysis. Job analysis methods have evolved using both task-oriented and worker-oriented approaches.
Task analysis, such as Cognitively Oriented Task Analysis (COTA), are techniques used to describe job expertise. Employee oriented procedures aim to examine the human attributes needed to perform the job successfully.
Neural Methodology can work in concert with standard job analysis. First, project/task data of the hiring organization can be aggregated from collaboration and project management tools. Second, from that data an extraction of metrics for the emotional states, task complexity/difficulty, duration, etc. can be collected. Third, a position analysis and worker characteristics analysis can be performed. These insights can be used to produce actionable recommendations and measurable prioritized KSAOs for the position.
Artifacts of Neural Methodology for Hiring and Job Analysis
“The employment of Neural Methodology in Hiring and Job Analysis generates the following artifacts: Team Psychograph, Compatibility Report & Culture Report.�
The employment of Neural Methodology in Hiring and Job Analysis generates the following artifacts:
Team Psychograph: The Team Psychograph provides details on the psychology of the hiring organization and the team. It provides insights into the collective EQ of the team, management style, and the emotional state that is consistent among the team members.
Compatibility Report: The Compatibility Report provides guidance to the hiring manager and the HR department on compatibility questions to ask new hires, along with desired emotional responses. It leverages the Team Psychograph as an input and allows HR and the hiring organization to select the emotions required for new hires to be productive in the team.
Culture Report: The Culture Report provides predictions for team culture, based on previous events, team composition, attrition, etc. It elaborates on the team's values & norms, and stiffness & flexibility.
Tools for Neural Methodology
Get to know DeepAffects.
If you are interested in learning more about integrating Neural Methodology in your HR tools, please visit DeepAffects online (www.deepaffects.com). Here you will learn about available APIs and gain access to additional information on the Emotional Intelligence (EI) for Project Management and Human Resources.
DeepAffects EI Analytics for Human Resources and Project Management www.deepaffects.com